{"id":3113,"date":"2025-09-12T07:19:07","date_gmt":"2025-09-11T23:19:07","guid":{"rendered":"https:\/\/moresourcing.com\/how-to-foster-talent-management-champions\/"},"modified":"2025-09-12T07:19:07","modified_gmt":"2025-09-11T23:19:07","slug":"%e3%82%bf%e3%83%ac%e3%83%b3%e3%83%88%e3%83%9e%e3%83%8d%e3%82%b8%e3%83%a1%e3%83%b3%e3%83%88%e3%83%bb%e3%83%81%e3%83%a3%e3%83%b3%e3%83%94%e3%82%aa%e3%83%b3%e3%81%ae%e8%82%b2%e3%81%a6%e6%96%b9","status":"publish","type":"post","link":"https:\/\/moresourcing.com\/ja\/%e3%82%bf%e3%83%ac%e3%83%b3%e3%83%88%e3%83%9e%e3%83%8d%e3%82%b8%e3%83%a1%e3%83%b3%e3%83%88%e3%83%bb%e3%83%81%e3%83%a3%e3%83%b3%e3%83%94%e3%82%aa%e3%83%b3%e3%81%ae%e8%82%b2%e3%81%a6%e6%96%b9\/","title":{"rendered":"\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u30fb\u30c1\u30e3\u30f3\u30d4\u30aa\u30f3\u306e\u80b2\u3066\u65b9"},"content":{"rendered":"<p><\/p>\n<div>\n<aside class=\"article-ad ad-300  ad-300x250 ad-desktop\">\n<\/aside>\n<aside class=\"article-ad ad-300  ad-300x250 ad-mobile\">\n<\/aside>\n<figure class=\"article-inline\">\n<img fetchpriority=\"high\" decoding=\"async\" alt=\"\" width=\"1290\" height=\"860\" class=\"alignnone size-full wp-image-122304\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2025\/09\/How-to-Foster-Talent-Management-Champions.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-435x290.jpg 435w\" data-lazy-sizes=\"(max-width: 1290px) 100vw, 1290px\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2025\/09\/How-to-Foster-Talent-Management-Champions.jpg\"\/><img fetchpriority=\"high\" decoding=\"async\" src=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2025\/09\/How-to-Foster-Talent-Management-Champions.jpg\" alt=\"\" width=\"1290\" height=\"860\" class=\"alignnone size-full wp-image-122304\" srcset=\"https:\/\/moresourcing.com\/wp-content\/uploads\/2025\/09\/How-to-Foster-Talent-Management-Champions.jpg 1290w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-300x200.jpg 300w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-150x100.jpg 150w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-768x512.jpg 768w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-764x509.jpg 764w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-382x255.jpg 382w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-870x580.jpg 870w, https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/08\/2025FALL_Joos-1290x860-1-435x290.jpg 435w\" sizes=\"(max-width: 1290px) 100vw, 1290px\"\/><figcaption>\n<p class=\"attribution\">Chris Gash<\/p>\n<\/figcaption><\/figure>\n<div class=\"article-summary\"><strong class=\"article-summary__strong\">\u6982\u8981 <\/strong><\/p>\n<p>A long-term, coordinated strategic talent management approach is a powerful mechanism in facilitating talent mobility and deployment, which can increase engagement and reduce turnover. But organizational success requires the commitment of leaders across functions. Researchers share a novel talent management model that can help companies diagnose ineffective talent leadership behaviors, plus five interventions that can help them strengthen team leaders\u2019 commitment to managing talent.<\/p>\n<\/div>\n<div class=\"article-narration\">\n<p>    <a href=\"#narration\" id=\"narrationModal\" class=\"j-audio-trigger current-speed\" title=\"\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u30fb\u30c1\u30e3\u30f3\u30d4\u30aa\u30f3\u306e\u80b2\u3066\u65b9\"><br \/>\n        <svg xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"50\" height=\"50\" viewbox=\"0 0 50 50\" fill=\"none\">\n            <g clip-path=\"url(#clip0_2534_8292)\">\n            <g clip-path=\"url(#clip1_2534_8292)\">\n            <path d=\"M25 50C38.8071 50 50 38.8071 50 25C50 11.1929 38.8071 0 25 0C11.1929 0 0 11.1929 0 25C0 38.8071 11.1929 50 25 50Z\" fill=\"#005B9C\"\/>\n            <path fill-rule=\"evenodd\" clip-rule=\"evenodd\" d=\"M19.985 25.0001V17.0708C19.985 16.5579 20.6336 16.2585 21.1033 16.5547L27.245 20.4252L33.6852 24.4837C34.0849 24.7358 34.0849 25.2645 33.6852 25.5166L27.245 29.5753L21.1033 33.4458C20.6336 33.7418 19.985 33.4423 19.985 32.9294V25.0001Z\" fill=\"white\"\/>\n            <\/g>\n            <\/g>\n            <defs>\n            <clippath id=\"clip0_2534_8292\">\n            <rect width=\"50\" height=\"50\" fill=\"white\"\/>\n            <\/clippath>\n            <clippath id=\"clip1_2534_8292\">\n            <rect width=\"50\" height=\"50\" fill=\"white\"\/>\n            <\/clippath>\n            <\/defs>\n        <\/svg><br \/>\n        <span>Listen to &#8220;How to Foster Talent Management Champions&#8221; <span>(19:10)<\/span><\/span><br \/>\n    <\/a><\/p>\n<p>    <audio id=\"narration\" preload=\"none\" title=\"\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u30fb\u30c1\u30e3\u30f3\u30d4\u30aa\u30f3\u306e\u80b2\u3066\u65b9\"><source src=\"https:\/\/sloanreview.mit.edu\/wp-content\/uploads\/2025\/09\/Article-19-Fall-How-to-Foster-Narrated-Articles-teaser.mp3\" type=\"audio\/mpeg\"><\/source><\/audio><\/p>\n<\/div>\n<aside class=\"callout-info\">\n<h4>The Research<\/h4>\n<ul>\n<li>To explore how middle managers navigate talent management, the authors conducted a qualitative study in which they collected data through 147 semistructured in-depth interviews across 26 multinational organizations.<\/li>\n<li>The interviews focused on how the organizations identified, developed, retained, and deployed talent; the role of middle managers; and challenges in executing talent strategies.<\/li>\n<li>Thematic analysis iterated between empirical data and paradox theory to categorize defensive and proactive approaches, leading to the development of the Talent Leadership Model.<\/li>\n<\/ul>\n<\/aside>\n<p><span class=\"smr-leadin\">As leaders juggle<\/span> increasingly complex and demanding responsibilities, they can substantially differ in their commitment and approach to managing talent. While some leaders proactively identify, develop, retain, and deploy talent, others neglect these activities. That can be detrimental for organizations amid ongoing skills shortages and rising employee expectations for career development, continuous learning, and recognition.<\/p>\n<p>A strategic organizational talent management approach, bolstered by leader buy-in, is a powerful mechanism to develop greater operational agility by enabling more fluid and flexible workforces. Deliberate approaches and tools can facilitate talent mobility and enhance strategic deployment by dynamically matching employees\u2019 skills with organizational needs.<a id=\"reflink1\" class=\"reflink\" href=\"#ref1\">1<\/a> For example, research has found that internal talent markets can increase employee engagement and reduce turnover, but their effectiveness depends on <a href=\"https:\/\/sloanreview.mit.edu\/article\/how-to-start-smart-with-a-talent-marketplace\/\">collaboration beyond functional silos<\/a> \u2014 a deep cultural shift for many organizations.<a id=\"reflink2\" class=\"reflink\" href=\"#ref2\">2<\/a> Leadership commitment to managing talent is paramount.<\/p>\n<p>Here, we will introduce the Talent Leadership Model, developed through our interviews with middle managers, which describes the varying roles and behaviors that leaders exhibit when managing talent. (See \u201cFour Approaches to Talent Management.\u201d) Senior executives can use this framework to better understand the talent leadership styles of their organization\u2019s team leaders, as well as their own approaches, in order to help managers become more effective contributors to an enterprisewide talent strategy.<\/p>\n<h3>Four Talent Management Approaches<\/h3>\n<p>Our model describes four different talent management approaches along two key dimensions: leaders\u2019 strategic depth (tactical or strategic) and scope of impact (across their own team or the whole organization).<\/p>\n<p><strong>1. The Bystander.<\/strong> These managers take a detached approach to managing talent, demonstrating little engagement in talent identification and development, or showing minimal commitment to the organization\u2019s talent strategy. Bystanders often focus on short-term, operational needs, neglecting more long-term, strategic considerations, such as the development of a talent pipeline. <\/p>\n<div class=\"article-authors\" id=\"article-authors\">\n<h4 class=\"article-authors__title\">\u8457\u8005\u306b\u3064\u3044\u3066<\/h4>\n<div class=\"article-authors__bio\">\n<p>Stefan Jooss is a senior lecturer in management at the University of Queensland Business School. Anthony McDonnell is dean and chair of human resource management at Cork University Business School at University College Cork. Agnieszka Skuza is an associate professor in instruction, organizations, strategy, and international management at the Naveen Jindal School of Management at the University of Texas at Dallas.<\/p>\n<\/div><\/div>\n<div class=\"article-ref\" id=\"article-ref\">\n<h4 class=\"article-ref__title\">\u53c2\u8003\u6587\u732e<\/h4>\n<div class=\"article-ref__list\">\n<p id=\"ref1\"><b>1.<\/b> S. Jooss, D.G. Collings, J. McMackin, et al., \u201cA Skills Matching Perspective on Talent Management: Developing Strategic Agility,\u201d Human Resource Management 63, no. 1 (January\/February 2024): 141-157, <a href=\"https:\/\/doi.org\/10.1002\/hrm.22192\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.1002\/hrm.22192<\/a>.<\/p>\n<p id=\"ref2\"><b>2.<\/b> J.R. Keller and K. Dlugos, \u201cAdvance \u2019Em to Attract \u2019Em: How Promotions Influence Applications in Internal Talent Markets,\u201d Academy of Management Journal 66, no. 6 (December 2023): 1831-1859, <a href=\"https:\/\/doi.org\/10.5465\/amj.2021.1174\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.5465\/amj.2021.1174<\/a>.<\/p>\n<p id=\"ref3\"><b>3.<\/b> R. Hewett and A. Shantz, \u201cA Theory of HR Co-Creation,\u201d Human Resource Management Review 31, no. 4 (December 2021): 1-17, <a href=\"https:\/\/doi.org\/10.1016\/j.hrmr.2021.100823\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.1016\/j.hrmr.2021.100823<\/a>.<\/p>\n<p id=\"ref4\"><b>4.<\/b> D. Nicolini, I. Pyrko, O. Omidvar, et al., \u201cUnderstanding Communities of Practice: Taking Stock and Moving Forward,\u201d Academy of Management Annals 16, no. 2 (July 2022): 680-718, <a href=\"https:\/\/doi.org\/10.5465\/annals.2020.0330\" target=\"_blank\" rel=\"noopener\">https:\/\/doi.org\/10.5465\/annals.2020.0330<\/a>.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"article-doi\">\n    <a href=\"https:\/\/doi.org\/10.63383\/oDoj8366\" target=\"_blank\" class=\"article-doi__number\">https:\/\/doi.org\/10.63383\/oDoj8366<\/a>\n<\/div>\n<\/div>\n<p>#Foster #Talent #Management #Champions<\/p>","protected":false},"excerpt":{"rendered":"<p>\u30af\u30ea\u30b9\u30fb\u30ac\u30c3\u30b7\u30e5 \u8981\u7d04\uff1a\u9577\u671f\u7684\u304b\u3064\u5354\u8abf\u7684\u306a\u6226\u7565\u7684\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u306e\u30a2\u30d7\u30ed\u30fc\u30c1\u306f\u3001\u4eba\u6750\u306e\u6d41\u52d5\u5316\u3068\u914d\u7f6e\u3092\u4fc3\u9032\u3057\u3001\u30a8\u30f3\u30b2\u30fc\u30b8\u30e1\u30f3\u30c8\u3092\u9ad8\u3081\u96e2\u8077\u7387\u3092\u4f4e\u4e0b\u3055\u305b\u308b\u5f37\u529b\u306a\u30e1\u30ab\u30cb\u30ba\u30e0\u3067\u3042\u308b\u3002\u3057\u304b\u3057\u3001\u7d44\u7e54\u306e\u6210\u529f\u306b\u306f\u90e8\u9580\u3092\u8d85\u3048\u305f\u30ea\u30fc\u30c0\u30fc\u306e\u30b3\u30df\u30c3\u30c8\u30e1\u30f3\u30c8\u304c\u5fc5\u8981\u3067\u3042\u308b\u3002\u7814\u7a76\u8005\u306f\u3001\u4f01\u696d\u304c\u52b9\u679c\u7684\u3067\u306a\u3044\u30bf\u30ec\u30f3\u30c8\u30fb\u30ea\u30fc\u30c0\u30fc\u30b7\u30c3\u30d7\u306e\u884c\u52d5\u3092\u8a3a\u65ad\u3059\u308b\u306e\u306b\u5f79\u7acb\u3064\u65b0\u3057\u3044\u30bf\u30ec\u30f3\u30c8\u30fb\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u30fb\u30e2\u30c7\u30eb\u3068\u3001\u30c1\u30fc\u30e0\u30fb\u30ea\u30fc\u30c0\u30fc\u306e\u30bf\u30ec\u30f3\u30c8\u30fb\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u3078\u306e\u30b3\u30df\u30c3\u30c8\u30e1\u30f3\u30c8\u3092\u5f37\u5316\u3059\u308b\u306e\u306b\u5f79\u7acb\u30645\u3064\u306e\u4ecb\u5165\u7b56\u3092\u7d39\u4ecb\u3057\u3066\u3044\u308b\u3002\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u306e\u30c1\u30e3\u30f3\u30d4\u30aa\u30f3\u3092\u80b2\u3066\u308b\u306b\u306f\u300d\uff0819:10\uff09\u3092\u805e\u304f \u7814\u7a76\u5185\u5bb9 \u30df\u30c9\u30eb\u30de\u30cd\u30b8\u30e3\u30fc\u304c\u3069\u306e\u3088\u3046\u306b\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u306b\u53d6\u308a\u7d44\u3093\u3067\u3044\u308b\u304b\u3092\u63a2\u308b\u305f\u3081\u3001\u8457\u8005\u3089\u306f26\u306e\u591a\u56fd\u7c4d\u7d44\u7e54\u306b\u304a\u3044\u3066\u3001147\u4ef6\u306e\u534a\u69cb\u9020\u5316\u8a73\u7d30\u30a4\u30f3\u30bf\u30d3\u30e5\u30fc\u3092\u901a\u3058\u3066\u30c7\u30fc\u30bf\u3092\u53ce\u96c6\u3059\u308b\u8cea\u7684\u7814\u7a76\u3092\u5b9f\u65bd\u3057\u305f\u3002\u30a4\u30f3\u30bf\u30d3\u30e5\u30fc\u306e\u7126\u70b9\u306f [...] \u7d9a\u304d\u3092\u8aad\u3080<\/p>","protected":false},"author":1,"featured_media":3114,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"categories":[9],"tags":[],"class_list":["post-3113","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-management"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.7.1 (Yoast SEO v25.8) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>How to Foster Talent Management Champions - MORE SOURCING LTD<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/moresourcing.com\/ja\/\u30bf\u30ec\u30f3\u30c8\u30de\u30cd\u30b8\u30e1\u30f3\u30c8\u30fb\u30c1\u30e3\u30f3\u30d4\u30aa\u30f3\u306e\u80b2\u3066\u65b9\/\" \/>\n<meta property=\"og:locale\" content=\"ja_JP\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Foster Talent Management Champions\" \/>\n<meta property=\"og:description\" content=\"Chris Gash Summary: A long-term, coordinated strategic talent management approach is a powerful mechanism in facilitating talent mobility and deployment, which can increase engagement and reduce turnover. 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