In the latest HCI Webinar, Dr. Jonathan H. Westover talks with David Lutes about talent management and the employee lifecycle. Below is a summary of the main points from their conversation! Check out the full episode and let us know what you think!
Watch the episode here:
Quick Recap
Jonathan and David discussed the concept of talent management and the employee lifecycle, with a focus on the challenges posed by disruptive technologies and the importance of servant leadership. They also explored the significance of emotional intelligence, active listening, delegation, and building trust in modern management. Additionally, David shared his personal experiences and insights, including his transition from ministry to the corporate world and his upcoming book 'Passion and Excellence.'
Talent Management and Employee Lifecycle Discussion
Jonathan and David had a preliminary discussion, sharing information about their backgrounds and current locations. The main topic of the meeting was talent management and the employee lifecycle. Jonathan introduced the topic and asked David to share more about himself, with the aim of maintaining an organic and conversational tone throughout. They also clarified David's name and preferred pronouns.
Talent Management and Employee Lifecycle Discussion
Jonathan and David had a discussion on the topic of talent management and the employee lifecycle. David, with his extensive international experience in the Middle East, Central Asia, Fiji, and the US, shared his expertise and insights on the subject. They acknowledged the ongoing challenges in the labor market, particularly caused by disruptive technologies leading to skills gaps. David emphasized his role as a specialist in this area and shared his increasing focus on launching his coaching, consulting, and training sessions. He also delved into his philosophy around talent management, employee lifecycle, and global work practices.
Understanding People's Perspectives in Workplace
David and Jonathan discussed their beliefs about people and how they relate to the workplace. David stated that he poses questions to understand the audience's perspectives, which informs his approach to creating a culture in organizations. They discussed the idea of people's willingness to learn and their desire for career development. David shared his observations from working with government officials in Fiji, Solomon Islands, and Vanuatu, highlighting that people want to understand their role in the organization's mission and feel invested in their career growth. Jonathan agreed with David's points and noted that people often leave bad managers, not the organization itself.
Servant Leadership and Employee Engagement
David and Jonathan discussed the importance of servant leadership in the workplace. David emphasized the significance of communication, empathy, and servant leadership in making employees feel heard, valued, and supported. Jonathan agreed with David's views, highlighting that most people have good intentions and want to do their best at work. They discussed the disconnect between espoused values and actual behavior in organizations and the need for leaders to invest in their people's development. David shared his personal transition from ministry to the corporate world, illustrating how his values and passion for helping others remained constant.
David's Project Management Role Interview
David shared his experience of being interviewed for a project management role, where the boss initially expressed disinterest and disapproval of David's moral values. However, after David voiced his concerns about the boss's lack of regard for labor laws and his own reputation, the boss changed his attitude and offered David the job. Six months later, the boss was caught embezzling funds from David's project. This experience left David with mixed emotions about his decision to accept the job.
Dr. Deming's Management Philosophy and Employee Retention
David discussed the philosophy of management proposed by Dr. Deming, focusing on principles such as breaking down barriers, encouraging continuous learning, and instilling leadership on the job. He identified a disconnect between the values espoused by an organization and the actual practices of middle and upper management, leading to high turnover rates. David discovered that a significant portion of the population, approximately 55%, are solid contributors who do not aspire to leadership but care about their job and the people they work with. He emphasized the importance of understanding the top reasons why employees stay, including their appreciation for their team, the job, and the support they receive from management.
Emotional Intelligence and Servant Leadership in Management
David and Jonathan discussed the importance of emotional intelligence and servant leadership in modern management. They agreed that while some may view soft skills as a weakness, research shows that empathy, connection, and other related traits lead to better team productivity and a stronger bottom line. They also emphasized the need to attract and retain the best employees, as the current job market trends make it difficult to continually churn through staff. They pointed out that changing a toxic culture to one of acceptance and care for employees is necessary to improve performance.
Effective Leadership and Management Strategies
David and Jonathan had a discussion about effective leadership and management. David emphasized the importance of empathy, active listening, delegation, and building trust, asserting that these skills can improve one's leadership style and make their team more supportive. He also mentioned his upcoming book, 'Passion and Excellence,' and his regular contributions to Brains magazine.
Listen to the webinar here:
