TALENT MANAGEMENT

The Antonio Brown situation showed football fans how challening it is for organizations to handle highly productive high maintenance talent. A perfect example of difficulties in organizational leadership from the world of sports.

The NFL is a business and all businesses need to manage talent, their human capital. Like the sports world, performance may afford a person more tolerance. Sports teams tolerate diva behavior if an athlete helps the team win. Organizations tolerate rule bending or departures of standards for behaviors if a person is deemed a value creator.

The Raiders situation is another of many examples of when the risk finally outweighs the reward. When an organization must choose the welfare of team over the individual. Sometimes it is better to let talent go elsewhere than to entirely disrupt the culture. Protecting the status quo is not always right, but not always wrong.

Organizational leaders determine what type of corporate culture they believe will be effective and workers acknowledge that to some degree by accepting compensation. Workers should voice their concerns or issues, but need to accept the reality not every request is granted. Stalemates typically result in ending of worker employer relationships.

Managing talent is not easy as people all have different needs, wants, and quirks. Leaders have organizational goals to achieve and people have personal goals to attain. But, a key is ensuring the entire group is not harmed by either bad leadership or disruptive employees. Both are detrimental to an organization.

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