Plotting a career path with Talent Navigator®

A common problem facing HR in many organisations; you have an outstanding employee and want to make sure you  keep hold of him or her. You want to show now a career path can take shape – and that there’s no need to look outside of the company for progression. In our work with clients we’ve witnessed a strengthening of organisations engaging their people in their own career planning and…

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Career mapping for career planning

It seems that there are generally two kinds of career mapping. One results in the pro forma career map, which shows how the organisation wants people to progress. It is designed by working backward from a destination job to identify the feeder jobs that will allow a person to get there.  The other gives a career map which is built on data about how and how quickly people move through roles to reveal…

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Leadership and Learning Agility

Increasingly we are hearing from organisations that are moving away from highly bespoke, tailored models of leadership effectiveness within their organisations to using generic, cross-sector criteria for assessing their top people, finding talent and developing their pool of leaders. One recurring theme among these generic models is learning agility. This is not a new concept; in their 1985 paper “Leaders: The Strategies for Taking Charge”, Warren Bennis and Burt Nanus…

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Career Pathways and Planning – We have an App for that…

Career planning and retention has understandably fallen off the top of the agenda of many organisations over the past few years. As your employees return from their holidays, many will have intentions to make changes in their career. The question is no longer ‘Are we doing enough to retain them’, but ‘If retention and high performance are an outcome, are we actually doing the right things now?’ Organisations have become…

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