While it may seem obvious, the management approaches of our predecessors simply aren’t appropriate for today’s “employee-powered” age. But what about the old has become obsolete, and what elements of the traditional talent management mindset should be sustained? This can’t be answered definitively, but let me offer some guidance that should help.

For years, TED (Technology, Entertainment and Design) has given the world access to thought conversations from some of the greatest minds of our day. Interesting though the videos may be, rarely does a manager have 25 minutes to spare for something that doesn't directly tie into their day-to-day.

Ever get so stressed that you can't seem to get anything done? Has this ever happened at your job? Chances are you have, and rest at ease (if you can), you're not alone! A recent poll of managers in the EU shows that 79% believe stress is a major issue in the workplace; studies in the US show a similar trend. I know what you're thinking: Everyone gets stressed! What is the big deal? Well, employee stress has more dire implications than you might suspect. And if not addressed quickly, it can develop into a much more grave problem.

It happens to everyone: A coworker starts talking to you,and you couldn’t be less interested. Or maybe you want to listen but have a lot on your mind. It’s understandable, but if you think you really fooled your colleague -- you should probably think again. While you may have said the right responses in this case, you’d likely be surprised at how well people are at picking up on subtle signs of boredom or discomfort. In fact, it’s been found that about 90% of what we communicate to others is through unconscious nonverbal gestures. In other words, what we say is not nearly as important as we give it credit for. In reality, body language alone can make or break the impression you leave on others.

While many organizations are recruiting leaders from competitors (with cost per hire only rising), few have a process for identifying and cultivating leaders within their existing talent pool. Why is the process of finding a leader--whether to backfill someone or to fill a new role--often treated as an isolated event rather than an ongoing process?

On Newsweek's list of 100 best countries, the USA ranks #11.  Ouch.  This results, it seems, from our failure to invest in and improve our schools and educational results and our (related) inability to drive our own economy through innovation, manufacturing and service.  Wonder where we'll be in 10 . . . or 50 years.

The foundational issue?  Some say, and I concur, the lack of motivation we see all around us.  Think of the demotivated role models we see nearly every day:  students (what's the point?), politicians (out for re-election), workers (they're going to lay us off anyway) and senior leaders (focused on those well-negotiated golden parachutes).  And how widespread it is:  credit card debt, homes with zero down, six year car leases, fabricated resumes, and so on.  For cripes sakes, even American Idol participants who are shocked!  outraged!  appalled!  when they are told they are without talent and will not move forward in the process - despite their complete lack of practice or preparation.

To top it all off, the political discourse in the US is not about solving problems or making measurable progress.  Instead, it's "about assigning blame rather than assuming responsibility".  Is it surprising then, in the workplace, that we have demotivated workers, wary managers, disenchanted new hires and uncertain executives?

Seems very depressing.  And hopeless?  No, I don't think so.  In fact, I think we all - as leaders in the workforce - have the opportunity to take immediate action to make some simple, quick changes.  In fact, leaders can start doing the same thing that we as parents should be doing . . . clarifying expectations, setting clear and challenging goals, recognizing productive effort, and rewarding great results.  And all along, providing timely and honest feedback and coaching.  

Would that make a difference - even for one employee or one work group or one department?  Yes!  And the good news is, we don't need any special tools or training or information to start.  We just need the self-motivation to get going.