With all the changes facing organizational leaders today, we’re hearing lots of questions about building talent and organizational capabilities for the future. It’s a common theme magnified by remote work, resignations, realignments and, well, real life.
So we dug a little deeper and invited a few HR leaders to join us. Our robust discussion unearthed these five must-dos:
1. Build Trust.
Trust is the most foundational building block for high performing teams, especially when they are faced with significant pressure and uncertainty. Following the unprecedented levels of change and crisis organizations and their employees have faced over the past two years, equipping leaders and employees with trust-building skills and capabilities should be at the top of the strategic priority list for every talent executive.
2. Empower Judgment.
There is no formula for organizations to address what we have faced the last couple of years, and there certainly is no formula for how best to lead as we head toward the quarter-century mark. From navigating returns to the office, to fielding questions about employee flexibility and wellness, to career coaching, one thing is true: Leaders must exercise judgment. Which is why all talent and organizational strategies and programs must include guardrails –and the tools and education leaders need to use their good judgment inside them.
3. Break Old Habits.
What worked in the past when it comes to talent programs may not be working any more. Whether it’s reverse mentoring programs, employee-designed experiences, unstructured continuous performance discussions, or a total reward philosophy that puts wellness and time off well above money, companies are finding that talent programs need to be flipped on their heads to be successful. What might seem counter-intuitive to those of us who have been in business for a while, is in fact turning out to be what is needed for success right now.
4. Test and Learn.
Nothing lasts forever. Or sometimes even months anymore. Since there’s so much uncertainty and no formula for how to do what we’re facing in 2022, we must all adopt a “nothing is permanent” mindset. Talent programs don’t always need to be fully developed before they are launched. Executives and HR must act quickly on data to build new solutions to emerging problems, and then test those solutions early so they can be adapted and adjusted as needed based on what’s working and what’s not.
5. Practice Radical Prioritization.
There is way too much noise in the system when it comes to people and talent. It’s time to stop trying to go after everything and have the courage and focus required to make bold moves and investments. Be clear what you’re going after, and what you’re not. Double down on it and manage expectations. Monitor progress and pivot as needed along the way.
These must-dos can be difference makers for your organization. Taking action will mean being brave in the face of a shifting workforce who have more complex needs and desires. The hard work begins by asking tough questions and surrounding yourself with people willing to give you answers that may be difficult to hear. Remember that the thinking, programs, processes and, yes, even the people who got your organization to this point may not be what keeps you here…or moves you forward.
When you’re ready to pair up with a partner you can trust to illuminate the darker corners, Notion is ready to help.
