Maximising Value from Talent Predictions

Every few months and mainly early and mid-year, we are offered Talent predictions and trends. As we delve into those, it's crucial for leaders to move beyond merely reading, listening to, and contemplating the latest insights from industry experts like Gartner, Josh Bersin and others. To truly benefit, leaders should find practical ways to organise these insights and connect them to their unique contexts.

Here are four ways to align predictions with organisational needs and convert them into strategic People and Talent initiatives:

1. When the Trend Seamlessly Connects to Your Strategic Focus

This suggests your WHY is clear, as is your focus. The opportunity lies in thinking about HOW, WHO, and WHOM. For example, conversations around AI and DEI (Diversity, Equity, and Inclusion) are often at the forefront. DEI remains essential, requiring a human-centered approach that includes new voices and expands the understanding of personalisation in the workplace.

2. When the Trend Addresses Known Weak Spots in Your Organisation

This category covers areas where current practices are lacking. Leadership development is a common challenge. Many organisations struggle with supporting leaders in modern work environments, whether it's the “accidental manager” or leaders handling expanded responsibilities. Addressing these gaps requires innovative approaches, such as conflict resolution techniques from education or new blueprints for leadership development. Experimentation and pilot projects, even with limited budgets, can drive meaningful change.

3. When the Trend Seems Irrelevant or Undesirable for Now

Consider trends like the four-day work week. Despite evidence of its benefits, its departure from traditional models can be challenging. However, exploring such trends through 'thought experiments' can prepare your organisation for future changes, making it easier to adapt strategically when the time comes.

4. Trends Irrelevant to Your Organisation/Industry/Geography

Not every trend will be applicable to your organisation due to its size, type of work, or location. However, asking what needs to change for a trend to become relevant can challenge conventional thinking and help anticipate future opportunities.

External research-based predictions are vital in shaping your People and Talent strategy. Equally important is challenging your assumptions, making new ones, and asking the right questions. These steps help formulate hypotheses and prepare to tackle the unknown.

Engage in conversations, debate, and agree on how to move forward strategically. Start today, and think ahead.