Talent Keepers

Chapter 1 Engaging Your Talent Is a Business Imperative

Kristen was running early. She felt upbeat, and not just from the skinny latte warming her cup holder. Until recently, her job had been a dull, unsatisfying slog. But today, not even the traffic clogging her commute on this cloudy and chilly morning could break her excitement about getting to work.

It had been ten months since she first made the decision to pursue that new position, and even though it was a lateral move with no pay increase, she found that it invigorated her in ways she never could have expected. At first she figured it was just the newness of the role that had her so energized. But the more time passed, the more she realized that she owed much of it to her new supervisor.

He was so different from anyone who had ever managed her before. He listened. He got to know her. He seemed to take a genuine interest in her success. When coaching her, he used specific examples that helped her envision what skilled performance looked like. In so doing, he earned her trust, which helped diminish the anxiety of learning a new job, asking for help, or voicing her opinion. She no longer feared being criticized or demeaned if she didn’t immediately grasp a new task. It all felt so much more constructive. She was optimistic about her future, and it showed in her effort and enthusiasm.

Of course it’s not exactly revolutionary to say that leaders play a pivotal role in energizing and keeping valued workers like Kristen. That’s ...