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5 reasons why the boss doesn’t develop new talent

I often grapple with clients who can’t seem to decide on whom to hire. I hear all sorts of reasons; the budget, the economy, quarterly earnings, changes in strategy, cultural fit, etc, ad nauseam.

What it also means is that no decision is made. A search goes on that much longer, causing heartburn–if not burnout–for all involved. My value is to counsel clients. But that doesn’t mean they listen. Similar to the subordinate advising the boss; only if you’re asked, and then only in the most delicate way possible.

I was recently rereading The Talent Advantage by Alan Weiss and Nancy McKay, and stumbled across what I was thinking; why leaders don’t make developing talent a priority. They list 5 reasons, and wanted to share it with you.

  1. They don’t know how. “I’ve never had anyone coach or mentor me so I don’t know what to do..No one held my hand, I learned the hard way, and if you fall along the path, pick yourself up.”
  2. I don’t have time. “I’ve got so much on my plate, and I don’t have the time to ‘babysit’ people on my team.”
  3. I don’t like doing it. “My passion is building the business. I didn’t sign up for coaching or mentoring people and I don’t like doing it.”
  4. It’s not my job. “I thought HR was supposed to develop my team.”
  5. Not on my scorecard. “My bonus is not based on developing my people.”

All of these are, of course, easily enough answered, and of course, not everyone is as brusque as Weiss’ and McKay’s checklist above.

In Asia, travel schedules are a big issue. But it is still a chimera. I recently had coffee with a boss who runs a big team in A-P, and he was explicitly clear that, even with his travel schedule, he has face to face meetings with all his staff. It can always be done-whatever it is–if it’s important enough. Making time for your people is a question of priorities;it is always manageable.

When it comes to hiring and developing people, don’t get twisted in a knot. Make your decisions on hiring based on strengths, fit, past performance, future growth and cultural fit. Don’t dwell on the lapses, don’t obsess about that ‘one tile in the ceiling’ that is missing..

And when you hire them, spend time. Yes, spend time and get them adjusted. Some they will do themselves, but some is your obligation, especially if it is your hire. Many people take a job precisely because of the hiring manager, so do your share of the heavy lifting, and make the new hire stick.