Identifying high potentials and prioritizing their development remains a critical business strategy. Traditional leadership development programs with defined start and end dates aren't today's most effective solutions.
Organizations need to define talent segments and strategically invest in them to drive the highest impact on customers, employees and shareholders. Designing sustainable systems means that programs need to be dynamic, flexible, cross-functional and aligned to the business' strategic roadmap.
In today's 'new normal' work environment, high-potential offerings are more important, as the top reason that employees choose to leave a company is no longer compensation, but lack of growth and development opportunities.
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