In order to perform at a high level in today’s knowledge economy and adapt to an ever-changing and increasingly complex environment, an organization must enable innovation – a seemingly reasonable principle but one that requires more people to be more innovative more often. In today’s organizations, and even in some of the more innovative ones, executives are asking, “Why aren’t we better at innovation?” But there are no easy answers. In reality, a thoughtful approach is needed that allows for the purposeful development of an organization’s capabilities including its ability to learn.
The change that must take place to enable learning is not limited to those leading the front lines of innovation – it involves their leaders too. All too often innovation is a top-down mandate; however, operationalizing it can be a complex task that is made more difficult as pressures mount to operate the core business. Those who are leading the front lines of innovation have two roles that focus on learning: being students of innovation and teaching their leaders how to operate in innovation. Together, these two groups of individuals can make change happen by purposefully developing innovation skillsets and mindsets both of which lead to execution and sustaining a high performance organization.
In this webcast, you will learn:
Why it is important to build leadership engagement to enable innovation
How you can help your leaders learn
The areas where learning is needed
Why the mindset (i.e., the soft stuff) is the greater challenge (i.e., “the hard stuff”)
Talent is and will be the primary asset to guarantee future success. The company has to be ready to either prepare or protect its best resources with engagement, development and planning. Join this webcast to learn the questions and answers the firm should seek out when developing a succession plan.
With a strategic outlook for the firm’s future, HR can increase agility by reducing the time, cost and risk with the reorganization. Analyzing and examining the workforce information can provide critical insights, streamline the management of transitions both small, and large and mitigating personnel, financial and legal risk.