Most leaders and organizations want breakthroughs – like the ability to proactively predict exactly when, where and how to place talent; which roles are the most critical for the future; who’s the highest potential talent; and how to precisely measure and predict team effectiveness. But many leaders struggle with the often unspoken principles and practices required for creating these breakthroughs. If workforce planning and an analytics model is the answer, how can HR convince the C-Suite that such endeavors are worthy of the time and effort involved? If these strategies are already in place but could be functioning better, how can HR make them more successful? What opportunities does HR have for breakthrough innovation? Every organization deals with uncertainty and using the element of surprise during the innovation process itself can help HR create and provide clarity and direction to the organization.
