Star Performers: The Answer to Talent Gap

Competition is alive and well within the higher education industry, and the key competitive resource is employee talent.  That is, all other things being equal, schools with higher levels of talent (at all levels within the organization) tend to outperform schools with lower levels of talent.

So how can we do an excellent job of recruiting talented workers?

First, let’s all do a reality check.  On average, when your organization has openings, how many applicants do you have for skilled and managerial positions?  Your answer will reveal something about the availability of talent in your area and also your reputation as being “The Employer of Choice” in your area.  There’s a great deal of information available on how to become the choice employer—and it doesn’t necessarily focus on your providing higher than average compensation.

But back to what may be the most critical issue at hand—recruiting.  I remember asking a college basketball coach, “What is the most important thing a coach can do to improve the odds of success with his team?”  The answer came back instantly, “Recruiting.”

All other things being equal, he who has the best players—wins.

Think about this.  Have you ever had a “star performer” working for you?  If so, did she outperform her peers by 10% 50% 100% 300%?  You and I know the answer.  A star performer can make an exponential difference in the performance of your organization.  So ask yourself,

How many star performers do I have in my organization?

There is a gap that nobody knows in many organizations.  The gap nobody knows is the gap between what a company’s leaders want to achieve and the ability of their organizations to achieve it.[i]

Want to learn more about star performers?  See the following Forbes posts:


[i] Bossidy, L., Charan, R., & Burck, C. (2011). Execution: The discipline of getting things done. London: Random House Business Books.

 

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