Learning from the X Factor
Kieron Galloway
![Kieron Galloway]()
Kieron Galloway
HR Director (Chief People Officer) at University of Winchester | Governor | FCIPD | FLPI | MCMI | Passionate about helping others to realise their potential
The X Factor. My current guilty pleasure. No doubt this will open me up to endless ridicule at work - but I'm really enjoying the current series. Truth be known, I actually look forward to my Saturday and Sunday night fix.
For those that may not have seen it, The X Factor is a TV talent show. It aims to discover and commercialise new pop stars. It has a formidable track record - 35 number one singles from contestants who have appeared on the show.
What struck me last night (during one of the many commercial breaks) was the fact that The X Factor is a breeding ground for talent management best practice.
Not convinced? Indulge me...
Lesson 1 - Believe in the power of diversity
Gender, age, background, sexual orientation, nationality, occupation etc. The list could go on. It's the diversity of the acts that makes the viewing so compelling. Just one show should be enough to encourage even the most hardened manager that he or she may benefit from casting the net further in the search for talent. The lesson;
build your talent management processes to encourage diversity and you will turbo charge innovation and your ability to win in the global marketplace.
Lesson 2 - Distrust first impressions
However counterintuitive, first impressions can be wrong... and often are. Give someone a chance and they may go on to astonish you. Don't believe me? Google the first auditions for Susan Boyle or Paul Potts. OK, OK... both appeared on Britain's Got Talent (not The X Factor) but grant me a bit of artistic license here. Both Susan and Paul went on to release Platinum selling albums, making millions in the process. The lesson;
ensure your talent management processes are robust enough to give everyone an equal chance to shine.
Lesson 3 - Continue to investment in development
As the show progresses contestants are actively coached and developed, e.g. vocal performance, stage choreography etc. As such, mistakes become less frequent and less noticeable. The 'good' become better. The 'great' become world class. The lesson;
investment in development should be the cornerstone of any talent management processes. There's rarely a better investment.
Lesson 4 - Differentiate with Learning Agility
The 'best' contestants don't just search out feedback from the judges - they act on it. The 'best' contestants show that they are adaptable, first time, in a variety of situations (e.g. different music genres, productions etc.). The 'best' contestants are interpersonally aware. The 'best' contestants use their own curiosity and personal drive to mix things up. The lesson; Learning Agility may be the differentiator your talent management process is looking for.
And to finish...
Lesson 5 - Sometimes 'No' is the kindest word
As well as finding pop stars The X Factor is also good for flushing out the wannabes. It's often difficult to fault their passion or belief, but at the same time, it would almost be cruel to leave them in their current delusional state. A ' No' from the judges, whilst hard to hear, at least provides pause for thought and (hopefully) sets a more realistic path forward. The lesson; great talent management processes 'hold up the mirror' in terms of the good and bad. CEO in 3 years... really?!
So there you have it. The X Factor: a breeding ground for talent management best practice.
I rest my case.
Director | Programme Advisory | Turner & Townsend | Passionate about helping clients deliver sustainable infrastructure. Trusted leader with 20-yrs of achieving client successes & society benefits cross-sector.
10 年Excellent post Kieron. Although, I'm afraid only one half of the Morris household likes the X-factor. And it's not me!
CEO at EquiTrace
10 年Very well said! You're not the only one with that guilty pleasure!