Agile Talent Strategy
How can we create and evolve agile talent strategies that can cope with rapid change and the emergence of new skillsets and organisational demands? As with digital transformation, part of the answer lies in engaging and involving the whole organisation in identifying hot spots, gaps and emerging hybrids that can help solve problems in new ways.
How can we map talent hotspots and find gaps?
What makes a team successful is often a unique blend of skills, mindsets, behaviours and ways of working. It is not a simple lift-and-shift exercise to transfer best practice to another context. But by mapping and studying good practice, we can learn a lot about how to develop skills and talent.
We use talent mapping and hot spot identification to inform agile talent strategies and help ensure learning programmes deliver the right balance fo skills, behaviours, principles and other attributes.
Maintaining an agile talent pipeline that is always responding to new areas of need is not easy, but it plays a vital role in bridging between where the organisation’s strategy is heading and how to develop the workforce to help get there.
This means that learning and development should be involved at an early stage in any digital leadership groups or forums, to ensure we are not just investing in the right tools and technologies, but also the people and skills needed for the organisation to make sense of what they can do.
- Talent and skills mapping
- Agile talent strategies and engagement
- Digital learning hub and concierge help bot
- Digital leadership learning programmes & coaching
- Customised learning journeys for agile team working
Challenges we address
- Hard to keep skills and talent strategy aligned with changing conditions
- Conventional learning too slow / costly
- Lack of digital literacy and ‘learned helplessness’ relating to digital tools
- Skills and competency frameworks too focused on specialisms
- Leaders lacking digital confidence to act as exemplars for digital adoption
- More strategic and aligned talent planning
- Identification of hidden hot spots and hybrid skills that could be better used
- Faster digital adoption and self-managed learning
- More confident digital leaders acting as exemplars
- Learning journeys more focused on local, specific needs, not generic content
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