Don’t mention it! Tackling your team’s taboos, Part 2
Following on from Part 1 of our series on “undiscussables”, here are ways to tackle team dynamics where people say but don’t mean, professing publicly to espouse values and attitudes that they...
Brain Circuits
How to develop future-ready talent – fast
Leaders today face a proliferation of responsibilities and expectations. This guide will help you accelerate talent development while building a future-ready business.
Start with the business strategy: dual transformation
The first step is to identify which skills are needed to keep ‘performing’ or improving the core existing business while ‘transforming’ by identifying and developing opportunities for creating new revenue streams. This is known as ‘dual transformation.’
CEOs who excel here tend to exhibit optimization and transformation behaviors across all aspects of leadership (strategy, execution, leading people and teams, leading stakeholders, and leading self).
Innovate in talent assessment
The application of new technology, including game-based assessments and the application of GenAI to assessments, can produce a better candidate experience and richer insights into leadership performance and potential, serving as the basis for progression planning and career development.
New technology offers greater precision and deeper insight for three reasons:
- It enables the collection of many more data points, which provide richer insights into key targets of interest.
- It enables data collection of variables that are more dynamic and interdependent.
- It collects better quality data, both because of the more engaging methods used and because people engage with these methods in a more natural and relaxed way.
Progress rather than promote
An important element of the development process is that candidates are ‘progressed’ rather than succeeding someone, which implies promotion.
Progression also gives flexibility for the candidate to be developed in different dimensions, rather than only in a linear direction (promotion).
This widens the range of possibilities for development to ensure sufficient breadth of experience, which research has shown to be directly correlated with leaders’ propensity to deploy both optimization and transformation behaviors.
Key takeaway
Leaders face a proliferation of responsibilities and expectations to capitalize on economic and market changes while managing in an unstable and evolving geopolitical world. These demands can be met through innovation talent assessment and development strategies to identify, assess, develop, and sustain a pipeline of top talent to future-proof the business.
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