In assessment centers and development centers, we start from the competency profile linked to the job function. In a talent center we focus on the motivations, interests, competencies of the person and on his development potential for possible roles and job types. Therefore, a talent center is not linked to a specific position, but looks over the horizon to seek where and how the person’s talents can be deployed optimally.
A talent center does not only look for personality characteristics, competencies and interests, but also for the ideal team role and for the optimal work setting. Starting from the person’s ideal situation, we can look for job functions that would suit him best. A talent center is the perfect starting point for a personal coaching program. We create a process in which the self-insight of the employee is being fostered and in which we match personal aims with organizational objectives.
In a talent center we identify strengths and potential for further development, and we neutralize shortcomings. It is the impetus to match and implement talents, and to synchronize return on investment with personal development. Does the employee who lacks a competency really want to develop it? Does this fulfill his inner motivations and interests? A talent center gives answers to these questions. What do people really want? What do they spontaneously tend to?
In HR practice it all comes down to connecting the underlying interests, talents and competencies with work setting that values these strengths. The result is maximum engagement of employees to aim for the organization's success.
In the past, personal development potential was mainly measured by the possibilities to improve weaker competencies. Despite the efforts and training budgets, it has been shown that ameliorating weaker skills is most difficult and requires great efforts. It is better to focus on strengths and to neutralize weaknesses where possible. Weak competencies cannot be turned into strong talents. Continuously focusing on deficits, could diminish the employees motivation. The employee becomes convinced that the job function is not matching his talents, which undermines his engagement for personal development. Success is based on mutual interest. In a talent center we take into account both perspectives, the organization’s as well as the employee’s.