consulting & fractional work

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. Organizations need strategic, targeted Talent Development initiatives to maintain a continuously growing and evolving workforce prepared to navigate a constantly changing work environment.

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.

A holistic leadership framework encompasses four interconnected layers – leading self, team, organization, and system that each warrant exploration. Additionally, the interplay between layers holds both synergies and tensions that leaders have to navigate skillfully, treating potential friction points not as problems to solve but as polarities to manage.

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.

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.