Finding world-class talent requires a partnership with a trusted outside advisor. Visit TRANSEARCH International to discover our wide-ranging approach to leadership acquisition.

The Challenge for Global Leaders and Learners

The challenge for global leaders and learners (those terms should almost be synonymous) is to learn how to adapt to changing business currents and how to selectively engage the experience and insights that have served us well in the past while embracing new knowledge and a new sense of open-mindedness for whatever comes next.

Part of this new playbook for professional and managerial growth is to make some well thought out investments in the next generation of leaders who may, sooner perhaps than you might have previously imagined, be successors to some of the most pivotal roles in your enterprise. Perhaps even yours!

You see, mentoring, encouraging and acting to promote promising younger stars in our modern-day, highly interconnected global organisations is not only part of the chemistry for future growth we need to achieve ambitious goals, but also the means through which we see business opportunities through a different lens and build the internal support for seizing them.

Insights from "Providing Opportunities for Next Generation Leaders".

The Key Challenges and Opportunities in Human Resources - A Study by TRANSEARCH Romania

"Never let a good crisis go to waste" as Winston Churchill famously said. COVID-19 and the impact on people, operations and business give us an impetus to develop fresh ideas in Human Resources and to review Leadership Skills.

During the last weeks we received valuable feedback from our clients and candidates; their approach to the ongoing changes, and how they intend to come out of this crisis even stronger!

We are delighted to share our findings with you. The original survey was conducted distributing a questionnaire; to over 300 CEOs, Managing Directors and Human Resources Managers in Romania and across Europe.

Key Findings:

  • Maintaining efficiency while working from home
  • Maintaining motivation and engagement
  • Improving organization's agility and flexibility
  • Leading through change with an entrepreneurial spirit underpinned by emotional intelligence
  • Need for profiles in Automatization/Robotics, Digitalization and Transformation/Change

For more information please visit TRANSEARCH International Romania on LinkedIn.

Allowing Yourself To See With New Perspective
transearch.com

It would be understandable, and maybe even predictable, if we begin to wonder whether what we know, what we have learned and how it all applies in today's business environment still matters in a world that has seen so much change and disruption in such a short amount of time.

While it would be easy to get lost in the business or general news headlines of our times, we should pause and consider where we have been and where we may need to go to play to our strengths as executives and as leaders of people.

Read "Allowing Yourself To See With New Perspective" leadership insights

Human Capital as an Asset
weforum.org

"The devastating labour-market impact of the pandemic and the need for governments to step in and provide extensive support have made it clear that a financially incentivized business model driven by short-term wins no longer works; public and media focus on how companies manage their human capital resources is intensifying."

This report from the World Economic Forum seeks to provide a human capital accounting framework that values talent as a key asset to contribute to an organisation's sustained value creation.

Read "Human Capital as an Asset" leadership insights

Critical talent management actions

Talent management is a system within a system: the organisation's culture. Get talent management wrong and the organisation's culture will be misaligned with the customer's emerging needs. Critical talent management actions to turn the organisation's talent management approach into a competitive advantage include:

  • Leadership development
  • Coaching
  • Mentoring
  • Storytelling
  • Performance management
  • Succession and replacement
  • Talent acquisition
  • Team excellence

Tomorrow, of necessity, talent management will be about resilience, reinvention and recognising that the ideal organisation design reflects how, given a choice, people would choose to work together. Investing in the most efficient way to develop talent, putting muscle behind the succession process and, generally, building a cadre of leadership talent, will allow your business to survive and thrive in turbulent times.

Insights from "Future-Oriented Leadership Competencies: Today's Talent Management Lynchpin" by John Burdett, Leadership advisor to TRANSEARCH International.

Integrating New Leaders with Virtual Onboarding
bedfordgroup.com

In the current talent environment, doing everything possible to protect your investment in a strategic hire means committing to a strong Leadership Integration process. An effective process provides the framework for defining what success means for a new leader. The specific design parameters for a virtual Leadership Integration program will vary based on the unique features of the organisation and the demands of the role.

Bedford/Teal set out core elements that should be included in a best in class virtual onboarding program, including:

  • Understand their technology needs
  • Ensure onboarding goals are clearly defined
  • Provide a copy/framework of the on-boarding plan
  • Establish a personal reach out process
  • Provide an opportunity to debrief from the recruitment/search process

Read "Integrating New Leaders with Virtual Onboarding" leadership insights

Talent management is a system within a system: the organisation's culture

Talent management is a system within a system: the organisation's culture. Get talent management wrong and the organisation's culture will be misaligned with the customer's emerging needs.

Tomorrow, of necessity, talent management will be about resilience, reinvention and recognising that the ideal organisation design reflects how, given a choice, people would choose to work together.

Talent management is ultimately about hard data and tough choices – who to hire and promote, investing in the most efficient and fastest way to develop talent, putting muscle behind the succession process and, generally, building a cadre of leadership talent that will allow the business to survive and thrive in turbulent times.

If you can't imagine it, you won't reach it. If you don't measure it, you can't manage it. Strive to develop tomorrow's leadership competencies with purpose, precision, pragmatism and no little passion.

Insights from "Future-Oriented Leadership Competencies: Today's Talent Management Lynchpin" by John Burdett, Leadership advisor to TRANSEARCH International.

Future-Oriented Leadership Competencies: Today's Talent Management Lynchpin
transearch.com.au (PDF)

To lead is to be in the people business - present and future. Talent management generally, and talent acquisition more specifically, are strategic. How do we define the qualities that shape the leadership we need? How do we start to create tomorrow's leadership today? John Burdett outlines the linchpin role that (the right) leadership competencies play in transforming talent management into a competitive advantage.

Read "Future-Oriented Leadership Competencies: Today's Talent Management Lynchpin" leadership insights