๐—œ๐—บ๐—ฝ๐—น๐—ฒ๐—บ๐—ฒ๐—ป๐˜๐—ถ๐—ป๐—ด ๐—ฐ๐—ต๐—ฎ๐—ป๐—ด๐—ฒ ๐—ถ๐˜€ ๐—ฒ๐—ฎ๐˜€๐˜†. ๐—ฅ๐—ฒ๐—ฐ๐—ผ๐—ด๐—ป๐—ถ๐˜‡๐—ถ๐—ป๐—ด ๐˜๐—ต๐—ฒ ๐—ป๐—ฒ๐—ฒ๐—ฑ ๐˜๐—ผ ๐—ถ๐—บ๐—ฝ๐—น๐—ฒ๐—บ๐—ฒ๐—ป๐˜ ๐—ถ๐˜ ๐—ถ๐˜€ ๐˜๐—ต๐—ฒ ๐—ต๐—ฎ๐—ฟ๐—ฑ ๐—ฝ๐—ฎ๐—ฟ๐˜. What fun I had speaking with Stephanie Christopher on The Executive Connection (TEC)s TEC Live Podcast about the need to shift our paradigms when it comes to attracting and retaining talent.

Stephanie nailed it when she said, โ€œThereโ€™s a common theme here, isnโ€™t there? Itโ€™s the manager.โ€

It is indeed – for both talent attraction and retention purposes. Yet getting managers to recognize this and ๐—ฒ๐—บ๐—ฏ๐—ฟ๐—ฎ๐—ฐ๐—ฒ ๐˜๐—ต๐—ฒ ๐—ป๐—ฒ๐˜„ ๐˜„๐—ฎ๐˜† ๐—ผ๐—ณ ๐˜„๐—ผ๐—ฟ๐—ธ๐—ถ๐—ป๐—ด ๐—ถ๐—ป ๐˜๐—ต๐—ฒ ๐—ฝ๐—ผ๐˜€๐˜ ๐—ฝ๐—ฎ๐—ป๐—ฑ๐—ฒ๐—บ๐—ถ๐—ฐ, ๐˜๐—ฎ๐—น๐—ฒ๐—ป๐˜ ๐˜€๐—ฐ๐—ฎ๐—ฟ๐—ฐ๐—ฒ, ๐˜„๐—ผ๐—ฟ๐—ธ๐—ณ๐—ผ๐—ฟ๐—ฐ๐—ฒ ๐—ฒ๐—บ๐—ฝ๐—ผ๐˜„๐—ฒ๐—ฟ๐—ฒ๐—ฑ ๐˜„๐—ผ๐—ฟ๐—น๐—ฑ is a challenge.

Once they do, implementing the changes they need to implement is easy. Iโ€™ve made it my mission to make things practical and simple. We have models, processes, scripts and loads of other support systems to accomplish these changes.

But the first step is always, always, always the recognition and buy-in on the part of leadership.

#Futureofwork #podcast