by Ben Hess, Managing Director, ThirdPool Recruiting
Authors Dave Ulrich and Arthur Yeung define talent via this simple equation:
Talent = Competence × Commitment × Contribution
Yesterday we discussed competence, the first and most important component of the talent equation.
But hiring for competence alone leaves an organization vulnerable to future problems and diminishing return. Here’s why the other two components are also necessary.
Commitment
Committed or engaged employees work hard, put in their time, and do what they are asked to do.
Commitment shows up in an employee value proposition: employees who give value to their organization (through insight, hard work, and performance) get personal value back.
Contribution
The next generation of employees are making a real contribution through their work (finding meaning and purpose in it)…. [When they’re not making a true contribution], their interest in the work will diminish and their talent will wane.
Contribution comes when employees move from behavioral commitment to emotional connection because they believe that the organization’s purpose will help them fulfill their personal values.
The first component of the talent equation (competence) focuses on what the agent can provide to the organization.
The other two components focus on what the agent intrinsically receives from working with you and the rest of the team.
Unless you have all three components, you’ll not reach the goal of a talented hire.
