Become proficient in recognizing and nurturing talent

Skills in recognizing and stimulating talents in an employee can be extremely useful in optimally deploying the potential of an employee within an organization, which allows you to achieve better results. The workshop Talent management helps managers and HR managers to optimally tap into this potential in both existing employees and new talent.

Henrike de Jong-Roordink, A&O psychologist at iScreen, will provide all participants with insight into discovering talents, whether hidden or not, on Wednesday 6 February. In de Jong's view, you could get even more out of organisations by deploying people even more in their potential and talking about talents, preferences, motivations and development points. "In the daily matters that we deal with at work, you sometimes forget to look at: what else can someone do. You can ask yourself: how can you deploy someone better in the team? You have to take the time for that."

One of the primary points of attention in talent development is an open conversation and paying attention to the personal development of the employee. What gives someone energy? What are the drivers and preferences? Can you use the employee even better in the organization? By asking open questions, listening to each other and being curious about each other, you can get a good picture of this.”

Character profiles

During the workshop, participants will receive tools on how a manager or HR department can learn to discover talents in people. With the help of an experience director – in this course Bart Brouwers – potential talents and pitfalls will also be exposed in practical cases. In addition, participants will start interpreting character profiles: “In a character profile, we work with colours and talent roles. Are you someone who likes to innovate? Or someone who likes structure? And are you someone who likes to work with people or alone?

According to De Jong, course participants are given tools to promote personal leadership among employees with the knowledge they have acquired. But the techniques and knowledge can also be used to recruit new talent, for example during a job interview, says De Jong: “It is important to know who you are looking for, because it always has to do with the context. If you know who you are dealing with, you can make that match better. Then you select the right people not only based on knowledge and content, but also on their motivations.”

Do you also want to improve your talent management skills? Register for the Talent Management workshop at FHI in Leusden on Wednesday 6 February.