The #1 Mistake Talent Leaders Make

What is one of the biggest mistakes that Talent Management Leaders make?

🤔 Mistake #1:   Overusing HR/Talent-speak with stakeholders

Example: “We will use design thinking to develop and embed this employee enablement program in order to cultivate an authentic culture of learning.”

Now, don’t get me wrong - if you said this to a Talent peer, they’d likely have a general idea of what you’re getting at.  And so would some leaders in other departments.

But not all of them. For many, their eyes will glaze over and they’ll tune out what they see as vague, fluffy HR-speak. 

An authentic culture of learning?   For you this may mean learning is embraced and embedded throughout the organization where employees can learn on the job, in courses, through mentoring, be open to making mistakes etc. 

For the stakeholder without a background in Talent, it might simply mean that you’ll offer more formal training than before.

The antidote?   💊

Get clear on what your clients and stakeholders envision  - ask “If we were to develop something, what would be different as a result?”  

Then use THEIR language when discussing potential solutions.    

This isn’t about dumbing things down or not trusting your audience’s intelligence.  

It’s about tailoring your communication based on THEIR point of view as a starting point, not yours, so that you can get clarity and buy-in more quickly and effectively.

🍏 What example do YOU have of jargon over-speak?