Acting on a hunch – it’s something we often do, and sometimes with positive results. But what happens when you present your ‘hunch’ in the Boardroom? What about when you meet with your Leadership Team at your annual meeting, deliver your 3-year talent strategy and back it up with your hunch? Does it hold up?
As we know, sometimes it can work. But wouldn’t your confidence be boosted before even stepping into that meeting if your arguments were backed up by facts? Presenting the truth, backed by data, is much more compelling – even if it’s not what people want to hear. There’s no greater rationale for change than delivering a fact-based argument. It gives you the confidence to make your case, and your stakeholders the confidence to act.
Let’s play this out in a role-play situation. In both examples, our fictitious Head of Talent has prepared an update for key stakeholders on attracting and retaining talent. (I’m adding a disclaimer here! Example 1 is by no means meant to offend the excellent Heads of Talent I’ve had the pleasure of encountering over the years – or those I don’t know! I’m just simplifying the scenario for the purpose of making my point!).