Keep Your Talent

Photo by Ol.v!er [H2vPk]

Photo by Ol.v!er [H2vPk]

It seems like one of the reasons that organizations struggle to have long-lived, stable teams is because they have challenges keeping talented people.  How many companies claim to be successful because of their people but don't make the effort to provide what they need to stay long-term?  Too many people identify with Dilbert cartoons as a result--it's the Dilbert Paradox.

Luckily, there's a way to beat the Dilbert Paradox:

First, senior leadership must map business goals to individual goals, providing employees with ample opportunities to build skills and capabilities that will take them wherever they want to go. As Brown and his co-authors say: “Talented workers join companies and stay there because they believe they’ll learn faster and better than they would at other employers.”

How are you growing your people?  At a first glance, you might think that you don't have time to provide your employees the training they need, but the truth is, you can't afford not to provide it.  As Johanna Rothman argues, training is a necessary part of technical work. After all, training can be expensive, but the risk of not training your people and having them stay can be costly.

Allison Pollard

I help people discover their agile instincts and develop their coaching abilities. As an agile coach with Improving in Dallas, I enjoy mentoring others to become great Scrum Masters, coaching managers to grow teams that deliver amazing results, and fostering communities that provide sustainability for agile transformations. In my experience, applying agile methods improves delivery, strengthens relationships, and builds trust between business and IT. A big believer in the power of community-based learning, I grew the DFW Scrum user group significantly over the five years I served as an organizer. I am also a Certified Professional Co-Active Coach, a foodie, and proud glasses wearer.