Just as employees need to continuously re-evaluate their value proposition and career trajectory, organizations need to assess their talent bench and its ability to face a company's direction and / or challenges. Given today's AI revolution, re-skilling and up-skilling employees to "Superworkers" as Josh Bersin put's it in this article, is imperative for the long-term success of any company. In this article, he further points out that "this “trillion dollar AI-based re-engineering” effort is about people, not technology", driving home the point that organizations need strategic, targeted Talent Development initiatives to maintain a continuously growing and evolving workforce prepared to navigate a constantly changing work environment. See here for more details on my Talent Development consulting & fractional work offerings.

Just like any corporate role, manager development starts with the articulation and communication of manager expectations, ideally aligned with company goals / values / leadership principles. Once in place, expectations can be used as a scaffolding to design and deploy manager development initiatives as well as manager accountability measures. See here for more details on my Manager Development consulting & fractional work offerings.

A comprehensive leadership framework encompasses four interconnected layers – leading self, team, organization, and system – each requiring the articulation of principles, deployment of development opportunities, and introduction of accountability measures. The interplay between these layers creates both synergies and tensions that leaders have to navigate skillfully, treating potential friction points not as problems to solve but as polarities to manage through balanced leadership approaches. See here for more details on my Executive Development consulting & fractional work offerings.

The power of high-performing teams is undeniable in achieving outcomes that far outpace the output of individuals operating on their own. When diverse skills and perspectives come together, they create synergies that foster innovation, problem-solving, shared purpose, etc. Yet, all too often, team leaders neglect investing in team development initiatives, thus, not tapping into the full collective potential. 

My intact team development portfolio ranges from designing and facilitating team off-sites, conducting team assessments (iEQ-9, CLA, or custom-built team effectiveness assessments), hosting live team debrief sessions, providing team and team leader coaching, all the way to running empathy sessions (e.g., after a RIF, re-org, etc.). See here for more details on my Intact Team Development consulting & fractional work offerings.

Integrated Talent Density Management is about creating a culture of continuous learning, development, and growth, and ensuring every team member raises the bar for the entire team / org on an ongoing basis. By aligning talent management activities with the overall business strategy and activating them throughout the employee life cycle, organizations can increase their Talent Density and, thus, collective productivity. See here for more details on my Integrated Talent Density consulting & fractional work offerings.