Mistakes Talent Leaders Make #3 - Feeling Defensive When Programs Expire

Have you ever poured your heart and soul into the development and implementation of a major talent program?  

Have you ever felt the glow of feedback from leaders and employees alike telling you how amazing that program is?

Have you ever felt sad and maybe resentful when someone suggests that that same program needs a “refresh?”

🧑🏽‍🤝‍🧑🏽You are not alone! 

Recently, I’ve been talking about mistakes that Talent leaders make.  

Mistake #3 is this:  Feeling defensive when your programs EXPIRE

Many of my clients have felt put off or defensive when someone - such as a new team member or senior leader - suggests that a really great program they had a hand in creating is no longer as relevant or effective.     

And this put-off emotion is exacerbated when the resource or program in question is a toddler - under 3 years old.

Sometimes it’s not even a person who suggests this - it’s the data showing that the uptake isn’t there. People aren’t using the resource, or aren’t enrolling in the workshops.  

So what's a Talent Management Leader worth his or her salt to do?

🍏🍏🍏ADJUST and move on.

 Now you might say, “Lisa, that’s easier said than done.”  

I know.   Been there!

That’s why I offer you this advice:  

⏰ Acknowledge that the business you operate in is a fluid, changeable thing. And that’s ok.

⏰ Release your expectations that programs SHOULD have a particular shelf life. That is, that they should last “at least” 2 years or 3 years.”

All our work has a shelf life.   And that’s ok.

Sometimes, you’ll even get a chance down the road to pull that work back off the shelf and try again in a new context where it feels fresh again.

🍏In the meantime, swim with that current, not against it.  :)

What helps you remember to adjust instead of defend? 🍏🍏🍏