Singapore’s got talent – and potentially plenty of it. In a nation dependent on human capital more than any other resource, identifying talented individuals within an organisation is critical.
But what does the term ‘talent’ mean in Singapore? And what can individuals do to be recognised as talented?
According to new research, ‘talent’ are individuals with an ability to adapt and respond to changes and challenges, rather than someone with just sterling academic qualifications.
The research, Future of talent in Singapore 2030, was conducted by CIPD, the professional body for HR and people development, and the Human Capital Leadership Institute (HCLI). The research involved iterative conversations with Singapore and Singapore-based experts from business, academia, policy makers and community leaders.
“To be a ‘talent’ an individual must go beyond having an impressive list of academic accomplishments,” said Dr Wilson Wong, Head of Insight and Futures at CIPD. “’Talent’ are constantly scanning, learning and adapting to different circumstances, enabling them to master multiple complex assignments. They enjoy change and can see opportunity in situations that others cannot.”
“Many people achieve success by doing and saying what their superiors want, and are misidentified as talented.”
“Talented people are likely to argue for changes and are uncomfortable with always accepting the status quo. They will often take greater but calculated risks in order to reach a result. This characteristic is potentially awkward in a nation like Singapore with its strong cultural bias towards group norms.”
“The potential pool of talent in Singapore can be larger if organisations are prepared to accept less conventional candidates and the different ways of thinking and working that they offer.
“Broadening the criteria for what constitutes talent is one way organisations can increase their resilience to changes in the environment. Having employers all fishing from the same small pool of ‘talent’ is neither sustainable from a rewards perspective nor desirable from a diversity perspective,” Wong said.
Wong Su-Yen, chief Executive of HCLI said:
“There are several cultural norms in Singapore that discourage the nation’s naturally talented people from being recognised.”
“With low unemployment and easy access to decent jobs, the benign environment in Singapore can lead to complacency, less risk-taking and a high fear of failure. As a result, many individuals make choices that are safe and predictable, but which hide the true extent of their talent.”
“For more of Singapore’s talent to emerge, business leaders need to change the cultural status quo and encourage individuals to pursue innovation, enterprise, experimentation and entrepreneurship. Singapore leaders have to welcome the more adventurous efforts of their teams, regardless of whether the effort results in a success or a failure,” Wong noted.
So what is talent?
According to the report’s panel of experts, ‘talent’ is demonstrated in the following ways:
- Possess an ability to learn and adapt
‘Talent’ are motivated to learn, evolve and adapt. They seize or create learning opportunities to keep their knowledge and skills up to date. And they always keep an eye on what’s over the horizon so they can respond to complex issues smartly.
- Embrace creativity and innovation
Creativity and innovation are characteristics of talented individuals, so to stand out as a talent a person needs to approach issues from alternative angles and put forward ideas that add value to the organisation.
- Deliver results effectively and efficiently
Talent is not just about having special abilities and skills. According to CIPD’s experts, rightly or wrongly, delivering outstanding results consistently, is important for an individual to stand out amongst peers to have their talent recognised.
- Show you have potential
Current performance alone is insufficient to be recognised as a talent. Individuals need to demonstrate they have potential to learn, adapt and deliver more value in the future if given the opportunity to do so.
- Don’t just focus on academic qualifications
Academic achievements cover just one aspect of an individual’s ability. While continuous development is important, a person needs to have a more practical record of achievement if they want to be seen as a talent.
- Deliver value in new, unanticipated ways
Doing and saying what employers want may get an employee recognised as a talent by superiors but not by colleagues. A better approach is to not assume the status quo and address each issue in a new and novel way that will not be anticipated through using more conventional approaches. This requires an appetite for risk and failure.
- Do more than you are trained to do
To be seen as talented, a person must go beyond just doing what they have been trained to do and suggest reforms or actions which will add value to their organisation. Execution is important but a talented employee also has the capability to create new value.
- Take more risks – and be prepared to fail
The ability to innovate and create value inevitably involves taking more risks and accepting occasional failure. Singapore’s culture rewards conformism, discourages risk-taking and failure is often stigmatised. So to be a ‘talent’, one has to master the fine-line between taking risks to uncover new value and respecting the social norms valued in Singapore. This is more likely to get a person noticed as someone to watch.