- Deep diagnosis provides some of the best & clearest starting points for talent strategy. Talent Economists always start with diagnosis from the outside-in. This is because talent circumstances differ by country, by industry and sometimes even by business units within a company. It is for exactly this reason that we often see one-sized solutions miss their mark.
- Talent strategy conversations must be simple, commercial, evidence based and in the language of the business. They must also bring forth a clear investment hypothesis for the short and long terms.
- Future capability strategy must remain anchored in the boardroom and led by business leaders. While HR and other functions like Finance are key partners in execution, it is important that the strategy reflects all possible sources of future capability; from employees and contractors, all the way to acquisitions, joint ventures, digital and machine learning.
In specific, there are four trends which every talent strategist must increasingly acknowledge, and provide for