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Importance Of Transition Stages In Communication

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transition stage is over and your role changes. Choose a communication style that is not only comfortable to you but to others as well. As a leader your communication need to go both ways, listen to others people and be quiet and calm, allow people to finish their point. Listen to understand not to respond. Communicate in a way that make people realize for call for action.
According to my understanding of leadership, coaching is an alternative word for leadership. It concerns with the basic problem; how to do rather than what to do. It’s about “we” than “me”. It concerns the feedback that you give and receive from you team. It concerns how to see challenges and how to deal with it. In fact it concern directly yours and your team talent. Here …show more content…

You need to understand the group dynamic, people may see themselves as individuals but for leader its forming the transition from individuals to group. Transition phase may be difficult because people hardly understand each other’s talent and roles and procedures are not clear to them. As a leader you help a group of people to become a team which work toward a common goal and collaborate each other. Start with building relationships among team members, clarify roles to them, identify resources available to them. Additionally, proper meetings are suggested to sit together with the team, discuss progress, highlight issues and resolve conflicts if any exist. Conflicts in the work place can related to past behaviours, while interaction is about future resolution and interactions. As a leader you can both facilitate a conflict resolution process and resolve a conflict for your team. Some conflicts may be good if they are good for organizational health. As Kevin and Guy has discussed in the book, Conflict is a good thing when it creates the dialogue and discussion of different ideas and solutions to move an organization forward. Kevin (p. …show more content…

Employees top performance is critical for companies success. Research shows that as soon leaders realized the importance of talent management, they started spending time and resources in planning and implementing talent management activities. The fast changing and dynamic world environment accelerated leaders activities and strategies for attracting and retaining talent within the organization. Increased globalization and competitive global market has escalated more the war for talent management and made it global. Many Governments are now involved in hunt for talent through developing talent immigration schemes and policies. Active involvement by governments made GTM a truly global issue. Research shows that the GTM issue will-step up in the future as demand for talented people will increase over time to

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Coaching is the conceptualization of the art of being curious and not judgmental. It is a brave and safe space where barriers to growth and development are dismantled, resilience is facilitated, and learning continues onward.

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More significantly, proactive staffing is concerned with identifying and improving practices and situations that can be seen as problematic (Phillips & Gully, 2015). Proactive staffing is also concerned with the success of its employees as it ties to the success of the organization (Bryant & Allen, 2013). Organizations who strive to be successful often hire top talent, as they can run and assist the goals of an organization (Bryant & Allen, 2013; Phillips & Gully, 2015). By actively recruiting top talent organization often save financially as no extra training programs may be required as the individual is already qualified, thereby saving time and money at the organization expense (Brundage & Koziel, 2010; Phillips & Gully, 2015). Another advantage of obtaining top talent is that it creates a competitive environment whereby existing employees productivity can increase in an order to receive recognition and be given the opportunity to grow (Brundage & Koziel, 2010).

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We often talk about human resource when discussing talent management. Human resource indeed plays a very important role and up to an extend talent management fits under HR agenda. The major reason can be because HR prime role is to attract recruitment, retain, promote and develop the resource in the organization. Many books have been introduced, many research have been conducted to understand the key factor impacting talent in the organization.

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