Staff Members Self-Managing Their Talent Development
Abstract
A self-managed approach to staff members’ talent development places the primary responsibility on staff members for developing their talents. However, it is essential that the organization support staff members’ talent development quests through policies, practices, and most importantly from the efforts and commitment of its leaders (front-line supervisors to top management). Staff members’ individualized career growth plans should drive the talent development pursuit process. Strengths management, grit, optimism, resilience, growth mindset, and elastic thinking are examples of concepts that will aid staff members in maximizing their talent development through self-managed programs.