There is a fundamental lack of consensus and significant ambiguity surrounding the meaning of the word ‘talent’ in the organisational world. For example, it is sometimes referred to as human capital, sometimes as individual difference, and sometimes as a strength or a gift.
On this website, we use the word 'talent’ in 'talent assessment' as a euphemism for 'people'. However, for everything else, how we conceptualise and operationalise is more complex. Our approach to talent is further explained through the exploration of tensions in the literature, as compiled in this academic paper.
What (or who) is talent?
OBJECT
SUBJECT
It is about specific characteristics
It is about the individual as a whole
How prevalent is talent in the population?
EXCLUSIVE
INCLUSIVE
Only some people are talented
Everyone is talented
Can talent be taught (and learned)?
INNATE
ACQUIRED
Characteristics cannot be developed
Characteristics can be developed
Is talent more about ability or motivation?
INPUT
OUTPUT
It is about the effort and motivation
It is about the performance and results
Is talent conditional on its environment?
TRANSFERRABEL
CONTEXT-DEPENDENT
It is not context dependent
It is context dependent
At Atelier Insights, when we refer to talent, we are talking about the characteristics (Object) that individuals are willing and capable of presenting, enabling them to generate a positive impact at work (Input and Output). Whilst some characteristics may have some innate components, our primary focus is on those that can be acquired and developed (Acquired).
Similarly, although some characteristics may be less conditional on the environment, the context plays a significant role in the extent to which an individual can display them (Context-dependent). Lastly, we firmly believe that everyone in an organisation has a role to play and something to contribute (Inclusive). However, this contribution may vary among individuals, considering factors such as organisational level and the extent of their potential involvement.
