Core #2 is Leading and that involved 5 “T’s” – Tools, Talent, Technology, Training and Time. Here is the second part of this Core Function.
Talent relates to who is using the tools. Do they have a gut level understanding of how they are used? Do they get it? Do they push the limits?
The Talent that comes to your school is you raw material. The actual staff make up of the people that are using your tools. This is not training, not a learned response, not a list of steps followed. I am talking about the ability of your team to “get it”. Their raw ability to make technology work.
Dictionary.com defines talent as:
1. a special natural ability or aptitude
2. a capacity for achievement or success; ability
This is the innate natural ability to understand or figure out tech tools. You do not learn it – you appear to be born with it. Talent can be enhanced by learning, but there is a internal aptitude that is there waiting to come out. It is not just Millenials that have this (and not all of them do). It is within the capacity of every generation.
People with tech talent are a smaller percentage than some would wish. Some think that every person can be and do the same things. This is not true with tech and you don’t have to look very far to see it in action. I bet you can rank your staff by their ability to use tech really quickly in your mind. I am sure that some will rise to the top and others will fall toward the bottom of the list.
Tech Talent is what sets some users apart from others. They just seem to figure things out. They can see through the difficulties and find answers. They seem to be a step ahead of others. They approach technology without fear.
These staffers are your best bet for enlisting for assistance. Get them on your team and you stand a better chance of success.
Spotting Talent:
The Tech Manager needs to hone their skill of spotting talent. By keeping your eyes and ears open, you will improve your speed at finding the ones that have that special spark. Listen to the questions people ask. Look for the ones that are asking questions beyond the process and procedure level. Talented people will ask “why” and not just “how”. Keep your eyes out for who is being sought out by others as the go to person. These are the ones that have the tech talent you need.
Attracting Talent:
Spotting talent is not enough. You have to attract tech talented people. You do this by having an environment that provides the raw materials and the space to mix these materials. You set up an environment of learning and sharing. You do it by hosting staff meetings at your sites.
Nurturing Talent:
You also need to nurture people toward talent. Not everyone in your org has “the right stuff”, but you should never exclude those that do not. Encourage them to stop talking themselves out of tech. Just like Math – don’t let people say “I will never get it”. It may be harder for some, but everyone can learn new tech tools and expand their use of the ones you have in the mix.
Talent is what makes your team shine. Nurture those with talent and they will help you make progress.
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