Empowered HR and Talent Leaders lack the tools and insights they need
How do I win the war for talent?
How do I adequately reward the top performers while
keeping pay equitable?
How do I create consistency in job responsibilities
and compensation?
How do I keep my talent agile and up to date in a
fast-changing world?
How do I know who the top performers are and help
others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with my
business strategy?
Explore wheel to learn more
Enterprise Change Leader
Aligning talent strategy to both the business’ and
employee’s needs is critical to organizational success.
Employee experience is the center of success
in a future-forward business strategy
Strategic
Leader of
Human Capital
Creator of
Talent Strategy
Enterprise
Change Leader
Driver of Culture and Purpose
Trusted Advisor
and Coach
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Expanded
HR Needs
Strategic Leader
of Human Capital
Enterprise
Change Leader
Driver of Culture
and Purpose
Trusted Advisor
and Coach
Judgements and
Proactive trend-spotting
Adaptive and Motivational leadership
Business decision-making
Evaluating key talent
Talent management
expertise
Customer Orientation
Emotional intelligence
Speak objectively
Persuasion
Cultural visioning
Personal role modeling
Process design
Strategic
Leader of
Human Capital
Creator of
Talent Strategy
Enterprise
Change Leader
Driver of Culture and Purpose
Trusted Advisor
and Coach
Creator of
Talent Strategy
Enterprise
Change Leader
Trusted Advisor
and Coach
Driver of Culture and Purpose
Strategic
Leader of
Human Capital
Creator of
Talent Strategy
No line of sight on what good should look like in the changing environment, or how to achieve it.
HR Leaders end up playing catch-up to the needs of the business.
Decisions for the business are not integrated with talent strategy.
Operating without a free-flow of data or
full view of insights across the organization limits HR effectiveness.
Strategic Leader of
Human Capital
Gaining new skills, changing mindsets, and opening new opportunities for employees to serve themselves and the
needs of the organization simultaneously is impossible
with disconnected tools and a disjointed picture of their
path within the organization.
Disconnection threatens the
employee experience
Creator of Talent Strategy
The velocity of change increased the degree, urgency and scope of response needed from organizations and HR.
More change demands more responsiveness
Trusted Advisor and Coach
HR Leaders are being called to re-engineer
the employee experience
Driver of Culture and Purpose
Changing work needs
Talent management has an expanded focus on training, to upskilling/reskilling to mobility and retention
Design new roles and structures to reflect work shifts
Reconsider how and where
work gets done
Changing worker preferences
Well-being is more important than ever, especially where there is a clear connection to company purpose
Reinvent people and business processes for inclusion
Use fairness and flexibility to frame pay
Transformations are more likely to succeed
when company strategy, purpose and culture
are all aligned.
The future demands an expanded emphasis on
employees’ opportunities.
Strategic
Leader of
Human Capital
Creator of
Talent Strategy
Enterprise
Change Leader
Driver of Culture and Purpose
Trusted Advisor
and Coach
Driver of Culture
and Purpose
Cultural visioning
Personal role modeling
Process design
Strategic Leader
of Human Capital
Judgements and
Proactive trend-spotting
Business decision-making
Evaluating key talent
Talent management
expertise
Creator of
Talent Strategy
Enterprise
Change Leader
Adaptive and Motivational leadership
Customer Orientation
Trusted Advisor
and Coach
Emotional intelligence
Speak objectively
Persuasion
Strategic Leader
of Human Capital
Judgements
and Proactive
trend-spotting
Business decision-making
Evaluating key talent
Talent management
expertise
Creator of
Talent Strategy
Enterprise
Change Leader
Adaptive and Motivational
leadership
Customer Orientation
Driver of Culture
and Purpose
Cultural visioning
Personal role modeling
Process design
Trusted Advisor
and Coach
Emotional intelligence
Speak objectively
Persuasion
Trusted Advisor
and Coach
Driver of Culture and Purpose
Enterprise
Change Leader
Creator of
Talent Strategy
Strategic
Leader of
Human Capital
Trusted Advisor
and Coach
Emotional intelligence
Speak objectively
Persuasion
Driver of Culture
and Purpose
Cultural visioning
Personal role modeling
Process design
Enterprise
Change Leader
Adaptive and Motivational
leadership
Customer Orientation
Business decision-making
Evaluating key talent
Talent management
expertise
Creator of
Talent Strategy
Strategic Leader
of Human Capital
Judgements
and Proactive
trend-spotting
Strategic Leader
of Human Capital
Judgements
and Proactive
trend-spotting
Business decision-making
Evaluating key talent
Talent management
expertise
Creator of
Talent Strategy
Enterprise
Change Leader
Adaptive and Motivational
leadership
Customer Orientation
Driver of Culture
and Purpose
Cultural visioning
Personal role modeling
Process design
Trusted Advisor
and Coach
Emotional intelligence
Speak objectively
Persuasion
Strategic Leader
of Human Capital
Judgements and
Proactive trend-spotting
How do I win the war for talent?
How do I adequately reward the top performers
while keeping pay equitable?
How do I create consistency in job responsibilities
and compensation?
How do I keep my talent agile and up to date in
a fast-changing world?
How do I know who the top performers are and
help others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
How do I adequately reward the top performers
while keeping pay equitable?
How do I create consistency in job responsibilities
and compensation?
How do I keep my talent agile and up to date in
a fast-changing world?
How do I know who the top performers are and
help others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
How do I create consistency in job responsibilities
and compensation?
How do I keep my talent agile and up to date in
a fast-changing world?
How do I know who the top performers are and
help others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
How do I keep my talent agile and up to date in
a fast-changing world?
How do I know who the top performers are and
help others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
How do I know who the top performers are and
help others to be top performers?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
How do I provide the best future career opportunities
for employees?
How do I align my people/talent strategy with
my business strategy?
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How do I align my people/talent strategy with
my business strategy?
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