Two years ago a client asked me to build a talent development program that was strongly interwoven with talent management. One of their requirements was to adhere to the 70/20/10 mindset.
Het is onze missie om talenten enthousiast, gecommitteerd en betrokken te houden, zodat zij niet zullen overwegen de organisatie te verlaten.
I believe that some elementary neuroscience is an essential tool for talent development. Since 2010 I’ve been enthused and inspired by David Rock, who has made neurological findings incredibly accessible to leaders, managers, consultants and trainers. His insights form one of seven foundations in my programs for talent managers.
Lynda Gratton is currently thé worldwide authority with respect to "The Future of Work”. She’s calling on companies and institutions to redesign the experiences they offer talents to enable frequent job and role changes: even if those talents are optimally engaged. Her conclusion is dictated by the fact that "highbrow" professionals are less likely to commit to just one employer for life.
Attending the 2009 through 2014 global A(S)TD conferences, has been a treasure-trove of discoveries for me. So many keynotes and concurrent sessions still come to mind and I’ve followed up quite a few by reading articles and books. It’s been an enriching experience and this brings me to my third of four meta-themes I’ve uncovered in the past years: “learning is becoming a - more - of a science: learning scientifies”. Let’s meet up in Orlando, Florida, from May 17 to 20!
It’s our mission to keep talents enthused, committed and engaged, so that they won’t consider leaving your company.
Onlangs maakte ik van de gelegenheid gebruik om een van mijnopdrachtgevers en een van mijn jongste ondernemersvrienden een goed boek toe te sturen: “Ready? The 3Rs of Preparing Your Organization for the Future” by Thomas Malnight , Tracey Keys and Kees van der Graaf.
Let’s rewind two centuries, shall we? For the past 200 years only hazardous, messy and lousy jobs were automated. Fast forward to today and we’re witnessing the automation of more sophisticated knowledge work. 47% of all jobs in the US, and 33% of those in Europe, are at very likely to be replaced by technology within the next twenty years, according to research by Oxford University. Why? We are now in the midst of the “5 mega trends”: big data; always connected mobile devices; social networking; cloud computing and Machine Learning and Artificial Intelligence.
These 5 mega trends are rewriting both the definition of work and its level of augmentation and call for an innovation of our approaches to talent management and development. That latter is not in scope for this week’s blog. The rewriting of work is.
Hello information generation
It seems so apparent that the future of work and the future of talent is all about gloom and doom: “a future without work”, the World Economic Forum called it in January. But, I do think there is hope, even though the fourth industrial revolution and the second machine age will have major impact on the way we work and what we call work. I’ll share some of my ideas to innovate talent at the 2016 ATD Global Conference in Denver, Colorado.
What can all of us do to improve our resilience to things to come? How can we fuel our future with our passion?