Forever keen to keep our clients updated with the latest management thinking and techniques, we are proud to launch ourIndigo Facebook page.
As well as getting bite size updates from us, you will see that, when you become a fan of the page, you can comment and start communicating with other members of the group. So after your workshop you can catch up and link up with delegates and contacts you may have met at your event. We will also be publishing all of our most recent Indigo Earlysavings on this page. So if you are looking to make your training budget go that bit further, make sure you subscribe to our updates.
Finally, if you would like to get specific workshop email updates, or the de Bono Message, why not choose what areas interest you in our free newsletter service by signing up here.
Of course in all of this technology it is important to stress that we love talking to you. So if you are fed up with Facebook, tired of Twitter and bored of Bebo - why not call us on 020 7924 8760.
Recent talent research points to fantastic savings that can be achieved whilst ensuring you retain the very best talent in your organisation.Figures from the Association of Graduate Recruiters, for example, show if a business can increase retention from 50% to 70% it can on average save 15% of its total recruitment spend. How much could you save your company?
The key to making these kind of savings is having a good understanding of who the talent is within your organisation and ensuring you have processes in place to retain them.
However, research carried out by Taleo suggests that organisations simply don’t have the appropriate data to know who their talent are.Their research suggests that 82% of HR leaders questioned recognised the importance of having data on talent ‘bench strength’ whilst only 41% of them felt theyhadaccess to reliable data on it.
It’s clear that ‘parachuting’ talent in to the organisation is more expensive than ‘growing your own’.Not to mention the risks involved in terms of cultural fit in bringing people in from outside. But if you don’t know who and where your talent is how can you hope to retain them?
5 Tips For Growing Your Own Talent
1.Spot your talent early - put in place schemes at all levels within the organisation to spot talent.Make sure you don’t lose really good talent because you only focus your search from middle management up.
2.Assess potential not performance - it’s easy to make the mistake of assuming individuals who perform well in their current role will have the potential to progress through the organisation.To effectively identify your talent, assess key characteristics that research suggests predict potential.
3.Understand what talent looks like in your world - talent is context specific, whilst there are generic areas which help us to identify potential, this has to be put in the context of your own strategy and challenges.
4.Keep them engaged - once identified the next thing to focus on is keeping hold of your talent.Play to their strengths, ‘high potential’ individuals like to be constantly challenged with ‘real’ development opportunities that allow them to show others what they can do.
5.Coach them to deal with potential derailers - some of the characteristics which make your people talented, if overplayed, can become derailers.Help your talent to be more aware of these potential derailers.With greater understanding individuals can recognise and amend their behaviour.
So what are you doing to nurture talent and drive the future of your organisation?
Dan Redland
If you would like to discuss talent strategy and how Indigo Assessment can help, call 020 7924 8760 or email me at DanielR@indigoassessment.co.uk
BANGKOK, 6 March 2010 – Originator of Lateral Thinking, Edward de Bono yesterday met Prime Minister Abhisit Vejjajiva at the Government House. He praised Thai government for the proclaimation of National Creative Economy Policy.
As I read promising stories about organisations peering through the doom, gloom (and snow!) of the past few weeks and months, I note the gradual return to employee recruitment and, most recently, a focus on employee development.Specifically I have been interested to hear about an increasing need to identify existing hi-potential employees – which of course makes sense.Why spend precious time and money on new staff when you have experts already in-house!
Similarly, I have noted many of our clients are restructuring their competency frameworks.Not surprising really, when you consider that many organisations have significantly changed the way they look and work from 18 months ago.
I write this while currently heavily involved in helping a client revise their framework.This consultancy service is a part of our business (www.indigoassessment.co.uk) that some clients don’t know we offer.
So to publicise this, we have launched out FREE HR AUDIT SERVICE. If you would like a free HR Audit, call me on 020 7924 8760 or email me on DanielR@indigobusiness.co.uk to arrange a convenient time for me to visit and give you an impartial, complimentary review of your competency framework, your use of psychometrics and how well your house is in order.
Complacent, adequate, sufficient all imply that something is not wrong or bad. Our normal language and thinking behaviour does not have a convenient way of saying: “That is excellent but not enough”. Or we might need to say “That is excellent but that is only part of the picture”.
When I talk about the need for better thinking people often assume that I am attacking existing thinking as being wrong. It is not wrong. It is only wrong when it assumes that it is sufficient. We need to add perceptual thinking, creative thinking, design thinking and exploratory thinking.
We are thrilled to be sponsoring a prize for the upcoming Future of Work event at the British Library Conference Centre on the 30th November 2009.The event will include talks from Richard Donkin, Tom Lloyd, Adrian Furnham, Elizabeth Kelan and our very own Robin Ryde discussing his Thought Leadership™programme and how it impacts on the future of leadership.
The twighlight event runs as follows:
- 6pm – The Future of Work event begins
- 6.10pm – 6.20pm - Welcome from the British Library
- 6.20pm- 6.30pm – Introduction to the event by Adrian Furnham, a leading consultant, psychologist and management expert
- 6.30pm – 7pm - Richard Donkin addresses the themes of The Future of Work:
- What changes are going on in the workplace
- What is the future of tomorrow’s workplace
- Practical tools for effecting positive change in your own workplace
- 7pm-7.30pm – What IS the Future of Work? A panel debate involving some of the most influential speakers and writers on business leadership in the UK INCLUDING Q&A from the audience
- 7.30pm- 8.45pm – Your chance to meet the speakers and purchase your own signed copy of the books. Refreshments served.
- 8.45pm – CLOSE
HOW TO RESERVE YOUR SEAT
Simply email: orders@palgrave.com or phone: 01256 302866, quoting reference code: FUTURE09. All payments must be made upon booking and all bookings must be made by 5pm on 26th November 2009.
SPACES ARE LIMITED SO BOOK NOW TO GUARANTEE YOUR PLACE!
My latest book is called ‘THINK: before it is too late’. In it I suggest that the biggest problem facing humanity is not climate change but inadequate thinking. We are very complacent and even proud of our thinking. We can land men on the moon, we can tap atomic energy, we have the internet, we have supersonic flight etc. We have done very well in the area of science and technology because we have developed ‘thinking for finding the truth’.
I have suggested the new word ‘ebne’ which means ‘excellent but not enough’. Our existing thinking is ‘ebne’ but not enough. We have never developed ‘thinking for creating value‘.
In conflicts we rush to judge who is wrong and seek to punish that party. We do not try to design a way forward.
I once suggested a change to the rules of soccer. When there is a draw then extra time is played. If there is still a draw then there is a penalty shoot-out. This introduces an element of luck. In addition if one side has a player good at penalty shooting then that side would win. My suggestion would reflect the whole game. Every time the goalkeeper touched the ball that side gets a minus point. This would encourage attacks on goal and discourage passing back to the goal-keeper. After extra time if the score was still equal then the side with the least minus points is the winner. This now reflects the whole game.
It may take a long time for this rule to be adopted. Meantime newspaper reporters could report a game as Goals 3 - 1; de Bono 10 - 30. That way people would get used to the idea.
I was in Prague on January 7th for the launch of the European Year of Creativity, 2009. The CzechRepublic has the presidency of the EU for the first half of 2009.
As usual, one of the big problems facing creativity is the inability of language to distinguish between artistic creativity and idea creativity. Both involve creating something new which has value. The practical problem is that the Year of Creativity may tend to focus on artistic creativity because it is better known. That is unfortunate because the world needs creative thinking more than even before. Many problems facing the world are not easily solved with our existing thinking. I am very much in favour of artistic creativity but we do need idea creativity.
It may be that people still believe that nothing can be done about creative thinking and that we just have to wait and hope for new ideas. That attitude is very old fashioned but still prevalent. Many people just do not know that there are formal and deliberate ways of creating new ideas - such as the tools of lateral thinking. I encourage anyone reading this message to write to your government and the European Union to emphasise the need and possibility of creative thinking.
It is indeed a move in the right direction that the EU has appointed me ‘Ambassador for Thinking’ for the year of creativity.
Edward de Bono - is the worlds leading authority on the use of creative thinking in business. To learn Dr de Bono’s revolutionary thinking tools, join us at http://www.indigobusiness.co.uk and be trained by an officially recognised de Bono Master Trainer.
The European Union has declared 2009 to be the year of Creativity. On December 5th. I was officially appointed ‘Ambassador for Thinking’ for the European Union. Among other things I shall be issuing a monthly ‘World Thinking Report’. There may be occasional extra reports as required.
In my first thinking report I indicated that the major problem facing the earth and humanity is the inadequacy of our thinking. This is a problem even bigger than climate change. It is a huge problem because no one notices it as a problem. This is because we use our existing thinking to judge our thinking.
For religious reasons (Middle Ages etc) we developed a type of thinking concerned with ‘discovering the truth’. This is excellent but not enough. We also need the thinking concerned with ‘creating value’.
This year a new book of mine will be published with the sub-title “23 Reasons Why World Thinking is so Poor”.
I am also introducing a new and much needed word. This word is ‘ebne’ which means ‘excellent but not enough’. The rear left wheel of a motor car is ebne. The existing leg of a one legged man is ebne. Our thinking is ebne.
![[del.icio.us]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/delicious.png)
![[Digg]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/digg.png)
![[Google]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/google.png)
![[LinkedIn]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/linkedin.png)
![[StumbleUpon]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/stumbleupon.png)
![[Windows Live]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/windowslive.png)
![[Yahoo!]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/yahoo.png)
![[Email]](http://www.indigobusiness.co.uk/blog/wp-content/plugins/bookmarkify/email.png)