Today, much is being discussed about how work must change, partially triggered by the pandemic, but also due to other evolving realities such as generational preferences, work life balance concerns and the desire for purpose and diversity. However, little has been done to provide any kind of blueprint to make concrete progress in creating ways to accomplish this objective. While everyone now knows the structure of work must change, it’s a daunting task, and one that requires more than random or knee-jerk reactions. One model may help to shine a light on this challenge.  

A lesson from the past

Rewind to the 16^th century: The Renaissance. One of the most celebrated artists in recorded history, Michelangelo Buonarroti, is purported to have once said that he did not “create” sculptures, rather, he merely “removed what was on the surface to reveal what was hidden underneath.”

To extend the metaphor, perhaps a new way to think about talent strategies is to approach it the way Michelangelo probably approached his craft. To produce his most majestic works, he had to first believe there was something beneath the surface, something worth uncovering. With that mindset as his internal canvas, he then had to systematically remove everything that was preventing what was hidden to become visible. Finally, through deliberate, sometimes gentle, sometimes more forceful actions, he enabled the finished product to be revealed.

In almost all sectors of life, this metaphor for revealing the hidden potential of talent is applicable. As mentors, coaches, bosses and teachers, we should constantly be asking ourselves questions that increase the impact of our work. What can I do to uncover the untapped potential in those I influence? What guidance can I offer? What questions can I pose? What experiences can I provide to help to uncover each person’s true talent?

The current state of talent strategies

Talent strategies are now the current buzz. Start-up companies are springing up with powerful technology solutions. Recruiters are utilizing social media to find new sources of talent. Mature companies are revisiting their compensation packages trying to entice employees to stay put, and most companies now have senior level positions dedicated exclusively to the task of talent acquisition and development.

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