It’s been awhile since we’ve heard much about impending shortages of talent. Seemingly in a galaxy far, far away, the concerns over the Baby Boomers exiting stage right in huge numbers were fodder for a nearly endless string of articles suggesting that we would all wake up one day wondering how and where we were going to get the talent to run our businesses.
It’s a funny thing about prolonged global downturns, but they tend to push stories of labor shortages to the back of the pile, with new stories of chronic unemployment gaining non-stop attention. Nonetheless, firms march on, technology advances, and at last look, things weren’t going to get any easier for us as we confront the challenges of how to stay profitable, still grow and even win in the face of daunting obstacles.
My recent conversation with Francie Dalton, President and Founder of Dalton Alliances, Inc., served to remind us all once again, that talent is always an issue. And by the way, Francie makes an interesting case that the recently forgotten issue of talent shortages is a very real issue about to bite us where it hurts…in the bottom line.
As I indicate in the opening to the podcast, I had so much fun connecting and talking with Francie here, that someone should have charged me admission. As for you the listener, enjoy Francie’s perspectives…and even on the off chance that you don’t agree with her numbers, stay tuned to the end where she shares her guidance on what we should all be doing to retain and develop talent…shortage or not.
Show Sound-Bites:
- While we’ve been wiling away our time managing the global recession, a new look at the numbers indicates the potential for shortages of degreed professionals in many key areas of our economy.
- The shortage in Francie’s words is a real structural shortage of several million professionals, net of the talent we import in the U.S. and the jobs we export.
- The shortage truly represents an opportunity for firms willing to invest in programs to retain and develop their top talent.
- Francie offers 3 Key Questions firms should be asking about this talent situation.
- Even if the forecasts are wrong, the guidance and suggested actions for firms on this topic will still pay dividends.
Franice Dalton is the CEO and Founder of Dalton Alliances, Inc., a consulting firm dedicated to providing clients with a broad range of services in the communication, management and behavioral sciences.
Related Podcast: Kevin Oakes of the Institute for Corporate Productivity on Integrated Talent Management.
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The purpose of this show is to connect with leaders, management thinkers, authors, educators, entrepreneurs and anyone else passionate about improving and innovating in leadership and management. If you are interested in being a guest on the show, contact Art Petty.
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Art Petty is a Leadership & Career Coach helping motivated professionals of all levels achieve their potential. In addition to working with highly motivated professionals, Art frequently works with project teams in pursuit of high performance. Art’s second book, Leadership Caffeine-Ideas to Energize Your Professional Development, will be announced during the last week of September, 2011. Initial copies are now available on Amazon.com and via the author for team/group orders.
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Art,
Is there any chance of getting a transcript? A 28 minute podcast can be skimmed/read in 5 minutes. Which would be convenient.
I’m wondering if you’ve seen a situation that I’ve seen and other people I’ve talked to have also seen. Where I am in SoCal, there’s double digit unemployment and greater than 20% underemployment, yet you put a job add out and get almost no responses coming back. I’ve talked with executives and business owners over the last ten days in New York, Minneapolis, San Diego and San Francisco with similar complaints.
Maybe we could put our heads together and come up with a post about how to find the right talent? I know what worked for me, and I know it wasn’t posting jobs on LinkedIn, Craigslist, Monster or with Headhunters. I’d be interested the approaches other people have taken and what’s worked for them.
Hmmm…a transcript of the podcast. I should write a post, instead! Actually, several people have mentioned this. I have heard of services out there and will look into it.
Fascinating issue that you raise. Happy to post…add to it if you want to take the lead. Very practical and timely topic. -Art