They’ve recently marked the end of the long-running show American Idol.
It was time.
However, it was more than the run-of-the-mill reality show. Its format augmented talent discovery by engaging us in the discovery process. A modern version of an old story we love to enjoy — the show allowed us to play a role in offering contestants the chance to change their lives and the face of music.
Whether you are still watching Idol today really isn’t important. (To be honest, I’ve opted to watch The Voice the last couple of years). It is the mechanism of talent identification that American Idol employed that mattered.
We have been exposed to artists (and genres of music) that we would have likely never experienced. At certain points during the show’s run, I even became emotionally engaged with the process. (I stopped watching Season 3 after Jennifer Hudson was eliminated. Glad to see that she went on to meet her destiny.)
Yes, the process was far from perfect. However, we can learn from it. Moreover, I can’t help but think of how many talented contributors that function just under our radar, within our own organizations. How do we find them? How do we nurture their talent and align their gifts with organizational goals? How do we play an active role in that process?
The onus is upon us to do so.
I fear that much of what our contributors can bring, remains undiscovered. This because we haven’t developed the proper mechanisms to unlock their potential. That must change.
They deserve their moment.
How many moments are we missing?
Here is exactly to what I am referring. We might have missed this. Enough said.
What are you doing within your organization to identify and nurture talent? Share your strategies here.
Dr. Marla Gottschalk is an Industrial/Organizational Psychologist, consultant and coach. She holds the role of Senior Consultant at Allied Talent and also serves as the Director of Thought Leadership at Kilberry Leadership Advisors.
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