The articles here reveal some key aspects of the work and perspectives of Exceptional Talent. We hope they are of some value to you in your work and study.

The Learning Hub is where you can access the breadth and depths of our knowledge base, to help you develop your organisation’s talent strategy and programs, and to help you develop personally in your management, leadership and professional skills. Contact to find out more.

From human resources to talent management

How can you show that your commitment to talent management is deeper than just saying "People are our greatest asset!"? And how can a talent culture that is based on "star performers" go wrong? Read more.

Human capital

The term ‘human capital’ was invented for a reason, but human capital is very different from other kinds of capital. The benefits of understanding the human capital concept can be great, but only if we accept the human aspect and are ready to invest in learning and cultural change. Read more.

Key aspects of talent management

A comprehensive talent strategy has the potential to rejuvenate your entire organisation, if some critical guidelines are understood and adhered to. Read more.

From silos to networks

It is natural for people in organisations to form into silos and narrow their horizon to what is perceived to be good for their department. To be successful, though, organisations need to be alive and share knowledge across these silos. Building active, trustful networks is the way forward. Read more.

The multiplier effect

Coaching can be an important lever for growth and change of executives, but often the benefits are confined to the individuals being coached, because confidentiality is seen to be paramount. What if the learning was shared among a network, where the details were still protected, but the themes of learning could be extracted and used for the benefit of all? This case study explores the process and the results. Read more.

Supporting new managers

One of the most difficult areas in organisations is where workers first become managers. They may be experts in their field, but the transition to managing others can be painful. Why is this, and how can organisations ease the pain? Read more.

Is training in your organisation a cottage industry?

This might seem a strange concept, but training in many organisations is still like a cottage industry. In these cases it may have strengths but it lacks consistency across the organisation, it lacks standards and it lacks efficiency. How can you move to a more effective model? Read more.

Enhancing organisations through coaching and mentoring

Developing the capabilities of employees is a priority for most organisations, and training programs contribute to that goal. But to be most effective, training needs to be supported by coaching and mentoring. This leads to questions about what coaches and mentors do, and which is more appropriate in your organisation. This white paper explains the features of both and compares them. Read more.