I was breakfasting with a group of community leaders recently to talk about "brain drain" and what the community should do to position itself more favorably to attract talent. As the discussion proceeded, a man who had been utterly silent, raised his hand to speak. We leaned in to hear him; he was almost whispering. In measured sentences, he described how his company – one on a steep growth curve – had NO problems attracting or keeping great talent. In fact, he said, they were inundated each month by hundreds of applicants. Better yet, people didn't leave. His story was markedly different than the ones we had heard previously.

And I just realized why.

This man moved from Ohio to start his business in a community whose attributes - miles of riverfront, great hills for climbing, oodles of public parks and trails – were in the sweet spot of what he and his employees deeply value. He first chose a place to live and then started a company. The company's and the community's values are in almost perfect alignment. The attributes that his employees value in a "cool community" are exactly those offered in the community.

What do the employees at your community's fastest growing companies value in your community? Are your community's values aligned with what your region's talent values? Unearthing these questions will lead to some surprising results. It's why the doctors who stay in North Dakota are all hunters. It's why the 7 Rivers Region of Wisconsin is favored by people who value the natural environment. It may be why some communities are loosing talent hand over fist.

"If I refuse to listen to the voice of fear, would the voice of courage whisper in my ear?"
-Jana Stanfield, If I Were Brave

 

 

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