The notion that "talent resides in deviations" suggests that individuals who #deviate from the norm or #ConventionalPaths often possess unique skills, perspectives, or qualities that set them apart. A central concept in humani aligning with the idea that #innovation and #success often come from thinking outside the box and valuing individual differences. Keep in mind that this perspective is subjective and based on the idea that unconventional paths can bring valuable contributions to the workplace. On the other hand please also keep in mind that when we refer to "talent residing in deviations" we are acknowledging the influence of different paradigms on our understanding of talent and success. Paradigms in psychological terms are essentially frameworks or mental models that shape how we perceive and interpret the world. In the context of talent, conventional paradigms may focus on standardized measures or traditional career paths which may lead to a rather stereotyped way of viewing talent. Though such models may still be the prevailed discourse in HRM, embracing diversity and recognizing non-traditional approaches can lead to the discovery of exceptional talents. Our prevailing discourse in humani is that nurturing the deviations helps us challenge and enrich such traditional paradigms. Exploring non-traditional paths, unconventional experiences, or diverse perspectives, helps us uncover talents that might not be immediately evident within established paradigms. Our concept of deviations spans from the more extreme examples that a person with Autism, ADHD or Dyslexia may bring unique talents to the table; to the rather simple fact that a person with special abilities may have more to say about adaptation mechanisms and resilience; to the more simple lay knowledge that working parents become better in time and project management as well as communication skills. This perspective, that talent resides in deviations, encourages a more inclusive and open-minded approach to talent management, recognizing that innovative solutions and exceptional abilities may emerge from deviations from the norm. We are very happy to see that such perspectives have gained some ground against contemporary discourses. However, we do push our agenda that It's essential for organizations to consider and adapt their paradigms to embrace the diversity of talents, understanding that deviations from established norms can lead to valuable contributions and advancements. Our viewpoint emphasizes the importance of fostering an inclusive environment that encourages individuals to bring their unique skills and perspectives to the table. Keep in mind that this explanation reflects a particular perspective and may vary based on different paradigms within the field of talent management. But #EthicalHeadhunting embraces #DiversityAndInclusion and humani is all about #EthicalBuisness
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#AgileTalentManagement: The agile paradigm in talent management emphasizes flexibility, adaptability, and continuous learning. It involves empowering employees to navigate change and contribute meaningfully to evolving organizational goals. Source: "Agile Talent: How to Source and Manage Outside Experts" by Jon Younger and Norm Smallwood #StrengthsBasedTalentManagement: This paradigm focuses on identifying and leveraging individuals' strengths rather than fixing weaknesses. Research suggests that aligning tasks with employees' strengths leads to higher engagement and performance. Source: "Strengths Based Leadership: Great Leaders, Teams, and Why People Follow" by Tom Rath and Barry Conchie Please note that these sources provide in-depth information on the respective paradigms and are valuable for exploring contemporary perspectives in talent management. Always check for the latest research and publications for the most up-to-date insights.
#NeurodiversityParadigm: Emerging research suggests that neurodivergent individuals, such as those with ADHD, dyslexia, or autism, can bring unique strengths to the workplace. The concept of neurodiversity challenges traditional views and emphasizes the importance of recognizing and leveraging the diverse cognitive abilities of individuals. Source: "Neurodiversity as a Competitive Advantage" by Robert D. Austin and Gary P. Pisano (Harvard Business Review)Link to the article #InclusiveTalentManagement: Research in inclusive talent management explores strategies to create an environment where employees from diverse backgrounds feel valued and can contribute effectively. Source: "Inclusive Talent Management: How Business Can Thrive in an Age of Diversity" by Stephen Frost