Well here we are again—a new season of American Idol (sans Paula Abdul) and the hordes of hopefuls are lining up for hours—most with no hope of getting to Hollywood. Based on a very unscientific analysis I have developed the following hypotheses regarding American Idol as it applies to Talent Management:

1. You need to screen a lot of people before finding someone with talent.
2. Few candidates have the insight to accurately assess their own level of talent.
3. People who progress through the show are personable, self-aware, technically competent, and highly motivated.

Maybe there are a few lessons that can be learned from American Idol that can be applied to your organization’s talent management process:

• Do you have a Simon Cowell who will speak bluntly when assessing candidates even if it goes against the grain? This can be invaluable in avoiding group think about candidates who have a lot of “form” but little “function”.
• Is there a Ryan Seacrest who keeps the succession planning process moving smoothly and gets thing done?
• Is there a diversity of perspectives among the judges so that talent does not slip through the net?

Could this be a case of art imitating organizational life?

Comments

 

• 
• 
• 
• 
• 
• 
• 
• 
• 

Our Recent HR Blog Posts

• Dealing with a Toxic Boss
• Company Policy for Instant Messaging and Text Messaging
• The Grapevine: Informal Lines of Communication
• A Free Communication Method that is Thousands of Years Old!
• When Do Teams Make Sense?

Quote of the Day

Leaders need to be optimists. Their vision is beyond the present. ~ Rudy Giuliani