Carmen Bryant, Director, Americas Employer Insights, Indeed, explored transformational talent and its impact on organizations in her presentation to Argyle’s CHRO membership at the 2017 Human Capital Leadership Forum in Chicago on May 10. In her presentation, Bryant described what differentiates “ordinary” talent from transformational talent and how organizations can foster transformational talent at all levels.
Bryant examined several questions related to transformational talent, including:
1. What is the impact of transformational talent in our workplaces?
Transformational talent can make or break an organization, according to Bryant.
“We need to think about what we need to do to inspire [top talent] to come to work for us.”
If an organization understands what it takes to attract and retain top talent, it may be able to get the best results possible day after day, Bryant noted. Plus, this organization can drive productivity and efficiency thanks in part to a small team of talented professionals.
“A small portion of the workforce can have a [major] impact on an organization,” Bryant indicated. “When we look at the top 5 percent [of workers], they put out five times the output of the average worker. And when we look at the top 1 percent [of workers], they put out 10 times the output of the average worker.”
2. What do transformational people have in common?
Ultimately, transformational talent display five common skills:
- Problem-Solving: Transformational talent will take a head-on approach to problems and allocate the necessary time and resources to find the best solutions.
- Drive: Transformational talent are professionally and personally driven to succeed and are capable of getting results in any business environment, at any time.
- Self-Direction: Transformational talent possess the skills and know-how to succeed both independently and as part of a team.
- Strategic Thinking: Transformational talent will think outside the box if necessary to brainstorm solutions to complex problems.
- Initiative: Transformational talent are unafraid to take initiative and do whatever it takes to help a company achieve its immediate and long-term goals.
These common skills indicate transformational talent will take action, Bryant said. By doing so, transformational talent are able to become difference-makers in organizations of all sizes and across all industries.
“There is an innate bias to action when it comes to transformational talent. They’re also capable of doing things more effectively than others,” Bryant pointed out. “The challenge is finding people who have an innate bias to action.”
3. How can we recruit and build teams that are overflowing with top talent?
Recruiting talented professionals and retaining them for an extended period of time is a top challenge for HR professionals, Bryant said.
“There is an innate bias to action when it comes to transformational talent. They’re also capable of doing things more effectively than others.”
However, Bryant noted HR professionals who understand the following transformational talent trends may be better equipped than others to attract and retain top talent consistently:
- Top talent have options. Both average and top talent have many opportunities available to them, particularly in today’s competitive job landscape. As such, employers must be able to find ways to provide top talent with meaningful work opportunities. “We need to think about what we need to do to inspire [top talent] to come to work for us,” Bryant stated.
- In the internet economy, top talent will find you if you make it easy. Transformational talent are constantly on the lookout for meaningful work opportunities, according to Bryant. Thus, employers that use online job boards, social networks and other digital technologies to promote meaningful work opportunities can boost their chances to connect with transformational talent. “Top talent are looking for the right opportunity,” Bryant stated “When they do look online … they can have jobs sent directly to them.”
- Employers need to make it easy for top talent to get through the door. In the past, many employers leveraged long, complex interview and hiring processes. Now, employers must deploy a simple, effective process that ensures transformational talent can join an organization quickly and effortlessly. “We want to wow top talent with a great candidate experience,” Bryant said. “We want to build a personal connection with them and show them what’s special about your company.”
How an employer engages transformational talent may dictate an organization’s success for years to come, Bryant said.
An employer that is committed to attracting and retaining top talent will do everything possible to promote job opportunities via multiple channels, Bryant noted. This employer also will focus on providing job candidates with meaningful opportunities to grow with an organization and contribute to its success.
With the right approach to job recruitment, an organization can boost its chances of attracting and retaining top talent, Bryant stated. And with transformational talent in place, an organization can take the next step to differentiate itself from rivals.
Carmen Bryant is one of Indeed.com’s go-to people for telling their story to the market – on stage at events, during industry-wide webcasts and in conference rooms at the largest companies. As both a product and customer expert, Carmen also works closely with Indeed’s sales force to help develop effective account specific go-to-market strategies. Carmen was previously at NBC Universal where she led the trends and insights practice for the Content Innovation Agency including oversight of The Curve, a trends and insights brand that examines consumer culture. She has also held positions at Essence, L’Oreal USA and Philip Morris USA.
She currently resides in Brooklyn, NY with her family.