Rethinking Talent: What we should really be doing when people discover themselves

Since we agree most people become clearer about what they want to do after the early stages of their career and in fact encourage most people to find their “purpose”, isn’t it logical to throw open the employment/opportunity gates to people who are switching careers?

 

When it comes to choosing careers, very few people are so lucky to find out early on what they want to do life-long. The reality is that most people stumble into it at different points in their lives; early, mid-life or later in life. We repetitively ask people to find their purpose because ”purpose” is so important. It gives life meaning, it makes you content, fulfilled, it energises and it refreshes. When they do find that purpose, how much of a chance do we give to them exploring it? Should we allow people to continue to work to keep up with bills or really encourage work that makes them thrive?

 

I believe we should do more. I believe we need a talent re-think especially because we know most people discover their real interests later rather than earlier. I believe people should be given the opportunity to explore their interests to the maximum and hiring policies need adjustments to accommodate what is simply reality.

 

What to do when you figure out what makes you tick:

  • Make a transition plan; immediately. Writing things down actualises thoughts and adding timelines gives you a mission. Make a detailed transition plan to include the skills needed where you are going, where to learn them and when to have learned them by.

 

  • Create a plan for networking in this new space and building the necessary connections.

 

  • Learn the skills, within the timelines. Things change rapidly and you most certainly do not want to complete your learning only to find that you are already out-dated. Review constantly and keep up with industry trends.

 

  • Volunteer, Volunteer, Volunteer: Cut your teeth, make your errors where you can be forgiven. Give volunteering everything like it were a paying job and learn as much as you can.

 

  • Respond to vacancies, sell yourself and confidently advance towards chasing your dreams; you have everything to gain.

 

 

This is for HR Professionals:

You cannot be the human in Human Resources if you are not applying human nature to the way you view and accept talent. Inclusive employment should include people who are changing careers at various levels. It’s a reasonable assumption to believe that an older person who has recently re-trained may be more disciplined and come with a higher level of work readiness than a younger one.

 

We ought to drive policy that really ensures we are equal opportunity employers and provide access to great talent at all levels.

Author: Ekundayo Odele

CEO at UnoCasa. People oriented. Trainer, Facilitator. Open to learning and willing to try anything at least once.

1 thought on “Rethinking Talent: What we should really be doing when people discover themselves”

  1. Brilliant!

    Surely everyone will gain more when we are more flexible about talent management.

    The focus should be on outcomes: sustainable improvements in top and bottom line business results and happiness for all involved in the process.

    Setting rigid age related boundaries could more often than not make us miss out on talent opportunities and the energies which put them to work to generate the outcomes we seek and are responsible for.

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