Questions of Talent

How much time do you spend thinking about the talent in your organization?


Talent is the life blood of any organization. This is easily forgotten as organizations try to remain relevant in a world characterized by nanosecond attention spans.

It doesn’t matter what product or service your organization delivers. Having the right talent in the right places at the right time is the key to your organization’s success.

With so much riding on talent, is it a top priority for you? How much time do you spend thinking about the talent in your organization?

How engaged is the talent in your organization? Do they really care about the mission, or are they just going through the motions, collecting a paycheck?

Do you know who’s ready to move up, who’s moving sideways, and who needs to move out?

What are you doing about it?

What about your own talent? Are you prepared to move up? Do you still fit in your role, or your organization?

Who are you developing to be your replacement?

Are you truly engaged in the mission, or just going through the motions?

If you aren’t fully engaged, it’s time to either move on, or re-commit. Life’s too short to live somewhere in between.


Author: Bob Dailey

Born and raised in Southern California. Graduated from (and met my future wife at) Cal Poly Pomona, in 1988. Married to Janet for almost 35 years. Father of two: Julianne and Jennifer. Grandfather of 7. Held many positions in small, medium, and large companies. Trail runner, competitive stair climber, backpacker, camper, off-roader, world traveler, sometimes writer.

2 thoughts on “Questions of Talent”

  1. As I think back to my previous life and career where I was in a lead engineer position I believe you are spot-on with your post and wish your insights were looked at by the organization’s leadership. There were many opportunities missed even with team feed back and obvious miscues to realign the team to best fit talent and there was also times ignored when having a member exit the organization to strengthen the team. It was a “fix it fast I don’t care by who” leadership mentality where any win was celebrated as a team win. Talented individuals ended up being relied on to the point of burn-out while others enjoyed what they called a balanced life. I called it something else a bit more negative. Since retiring early from that I now only accept work that I can be passionate about and when the project is complete or I recognize my passion slipping I make my move to leave. I engage fully and give all my talent as a hired gun then I decide when its time for me to move on. As you said, “Life’s too short to live somewhere in between” and I totally agree. I am fully engaged but not for the organization’s long-haul and even though I am brought in on a funded project timeline with possibility of extension, I have to wonder what the organization’s leadership really thinks of people like me who aren’t interested in being a longer term talent asset when you turn down another contract extension or full time employment offer. Hmmmmm, you are making my brain think about something new today. Thanks for a great post.

Join the conversation

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

This site uses Akismet to reduce spam. Learn how your comment data is processed.

%d bloggers like this: