Business & Leadership Insights
Our latest thinking on the issues that matter most in organisations.
Organisations place a high premium on talent.
Organisations have upped the ante on talent management efforts, making sure that the welfare and personal development of their employees is at the forefront while taking business decisions. Talent management initiatives don’t just attract better talent, but completely transform talent management—and change what it means to be at work.
Having looked at the current status of talent management in organisations, let’s take a step back and define talent management.
Skills gaps have been present for many years, but the problem has continued to worsen after the pandemic. The workplace has been forced into adopting a more digitally focused approach to how things are done. It’s become a truism that the ‘new normal’ will not, and cannot, be like the old normal. What skills will be most in demand and what can you do about it if you do not feel that you have enough of these at the moment?
As the workplace evolves, workers have to refresh their skills to avoid falling behind.
This leaves companies with the question of “buy or build?” Should you recruit or retain employees? This is how a skills audit can help.
Personal development plans (PDPs) are not only a roadmap to success for individuals—they also help improve an organisation’s overall performance. As employees achieve their goals and acquire new skills, businesses benefit from their improved skills and productivity. From entry-level workers to seasoned career professionals, everyone benefits from strengthening their abilities, learning new skills, and becoming more effective in their role. This is because PDPs help individuals map out their growth path to achieve an overall goal, such as learning new hard skills or developing soft skills. Are you ready to level up your organisation's performance?
A professional, external facilitator instead of an internal facilitator can provide lots of valuable support with an organisation’s strategic thinking and planning. More and more Boards and CEO's now use one. But exactly what potential uses can such a facilitator serve – beyond perhaps just the usual perception of someone running a workshop or meeting? And what are the key skills and qualities you should expect and look for when choosing such a facilitator?
The value you add is the real contribution you make to your organisation's success. Performing the activities listed in your job description or your job specification is important and makes a contribution. However, your value-add moves beyond mere activities or tasks performed and illuminates, instead, the overall contributions you make to your organisation's success.
Gestaldt Consultants, Partners and Thought Leaders.
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