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Part 2: Succession Planning in the Age of Digital Transformation

In part 1 of our blog on Succession Planning in the Age of Digital Transformation, we looked at the type of leaders organizations will need to groom for success through the Digital Leader Model. The model, which consists of 3 pillars; Agile Mindset, Leading Change, and Driving Business, helps companies by providing a framework to measure the leadership potential of their employees in today's busi ...

Part 1- Succession planning in the age of Digital Transformation

Part 1: Succession planning in the age of Digital Transformation

Digital transformation (DT or DX) is a term used daily in business today, and more than ever since the arrival of the pandemic. The definition of digital transformation can be different for every organization because every business is unique, but refers to leveraging technology to create differentiated ways of doing business to drive growth in new and existing markets. Digital Transformation impa ...

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The Top 3 Roadblocks Preventing Internal Talent Mobility

Companies can both successfully overcome skill shortages and reduce external hire spend by tapping into internal talent movements. The movement of current employees to fill available jobs, positions, and geographies, simply referred to as internal talent mobility, has significantly increased in the new normal. This year, internal talent mobility has become a C-suite-level topic, with 76% of our s ...

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Talent Assessment Tool Selection Made Easy

Talent assessment tools are an essential part of HR’s toolkit. These tools provide a robust mechanism for talent measurement, which can then be used to align talent with business strategy. However, talent assessment tool selection poses some key challenges to HR teams. First, there are just many options out there, with each tool having its strength and best fit. This makes the task for HR harder ...

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HiPo Programme Best Practices

High Potential employees, or HiPo's, bring great value to their organization. As unique as their contributions are, their needs and demands in any development programs are equally as unique. Organizations that take a one-size-fits-all approach do not enjoy the return on investment that HiPo's can bring. From identification to development, organizations should take a personalized approach to HiPo' ...

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Spotting Talent Can Be Trickier Than You Think

Talent management has long been an important practice in organizations to ensure the right talent make their way into the right roles in line with the overall business strategy. Whilst important and impactful, talent management is not easy to manage especially in large organizations with high headcounts. The old ways of talent management were quick but subjective and unfair because it depended on ...

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Passion – A New High-Potential Axis

The 9-Box Grid Matrix has helped organizations categorize and visualize talents in an objective and orderly manner allowing talent identification to be done quicker. Plotting employee's against this matrix allows organizations to quickly see where their high potentials and high performers are to not miss taking actions on them. However, whilst this model has served organizations well for long, it ...

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Stretchability – The New Must-Have HiPo Trait

High Potential Employees, or simply HiPos, are often called an organisation’s diamonds in the rough. This is because whilst high performing employees are easy to spot, HiPos need to be searched for. But once discovered and taken care of correctly, bring high value to their organisation. In fact, HiPos are said to bring more than twice the ROI as average employees do. But, organisations often miss ...