Built to Last : Cultivating Leaders in the Multi-Generational Global Workforce

Workforce demographics are changing as baby boomers exit the workforce and an influx of millennials emerges. Our latest white paper, Built to Last, covers this in greater detail and outlines the changing workforce dynamics and the challenges they bring to companies in the pursue of finding the skilled talent they need.

In-depth, enterprise-wide leadership development touches upon every element of talent management – from learning, performance and succession planning to compensation, reporting and analytics, to talent mobility and career planning. Because of this very tightly connected ecosystem, an integrated system that unifies all of these data sets and processes into one clear picture can be one of the most strategic tools that an organization can bring to the table in readying the workforce for the future. Add in the fact that millennials, the talent pool for tomorrow’s leaders, consistently demand higher engagement with and input into their career paths, and another strong argument for the integrated-system approach emerges. But, it will not be the job of technology alone that will build and inspire your next tier of leadership superstars.

According to the American Society of Training and Development, US businesses spend more than $170 Billion dollars on leadership-based curriculum, with the majority of those dollars being spent on “leadership training.” Yet, in reality, I feel you don’t train leaders, you develop them – a subtle yet important distinction that, in my opinion, has been lost along the way. To me, development puts the focus on the people, not the techniques, curriculum or compliance so associated with “training.”

We’ve created an infographic partner piece to our white paper, Built to Last, that articulates some of the key data points from our research, and hopefully it will help you to inspire and cultivate leadership development in your organization.



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