How to Achieve Talent Agility and Why You Need It

Works places great emphasis on talent as a vital resource for contemporary organisations. Our evaluation of this concept is all-encompassing, analysing it from various angles. Looking ahead, we are eager to explore the ramifications of talent in the workplace, techniques for enhancing it, and strategies for maximising its potential.

The sudden appearance of the Coronavirus pandemic has caused businesses to reassess their operational strategies. Many companies have introduced changes to their workflow, restructured their teams, granted more independence to their employees and adopted innovative management techniques. To withstand such a crisis, organisations must embrace flexibility and adaptability, as this is the only way to ensure long-term prosperity.

It is widely acknowledged that the business landscape will be altered after the conclusion of the coronavirus pandemic. Many businesses are expected to maintain specific emergency measures that have proven successful, whilst there may be a shift in employees’ perceptions of work, with more individuals opting for telecommuting either on a part-time or full-time basis. These changes will inevitably establish fresh workplace benchmarks and will significantly affect the job market in the forthcoming years.

The Covid-19 pandemic has reinforced the significance of flexibility in the current business environment. For businesses to thrive, they must possess the ability to swiftly respond to shifting market conditions in order to maintain a competitive edge. This often necessitates the frequent adaptation and enhancement of work routines and processes to match the evolving market requirements, with the ability to do so rapidly being of utmost importance.

It is critical to recognise that a company’s flexibility is determined by its employees. This principle can be referred to as ‘talent agility’ – the ability to swiftly adapt to varying circumstances. Investing in this trait within your workforce will guarantee that your organisation is better prepared to tackle future challenges.

What is Talent Agility?

To achieve ‘talent agility’, the ability to rapidly and cost-effectively adapt your workforce to face any unpredicted challenges is essential. This encompasses all the actions required to ensure that your company has the appropriate personnel to overcome any obstacle, including recruiting the appropriate staff, enhancing the skills of current employees, providing flexible work arrangements, adopting digital transformation and engaging external consultants if required. By implementing these strategies, organisations can enhance their talent agility and be better prepared to deal with any contingencies that arise.

  • University Courses
  • Approaches to Developing Talent
  • Ways to Attract and Retain Talented Employees
  • Corporate Approaches to Talent Development

By prioritising your team and affording them the opportunity to improve and refine their skills, you can guarantee that your in-house talent possess the requisite expertise and experience to navigate any unforeseen challenges and fulfil any fresh demands. This will not only elevate the possibility of success for the organisation but will also have an exceedingly constructive influence on employee morale. Your team will feel acknowledged and valued, understanding that their input is recognised and that they have the potential to advance and develop within the company.

Why is Flexibility Vital for Talent Development?

The emergence of Covid-19 has highlighted the instability of the business landscape. A strategy that was successful yesterday may no longer be valid the next day. Seasoned planning may become futile if a competitor releases a comparable product earlier. Innumerable years of experience may instantaneously become outdated due to the advent of technological advancements. Additionally, the innovative practices of a startup may entirely revolutionise an industry. And the list goes on.

Although not all of these incidents can be classified as crises, they were quite common before the outbreak of Covid-19. However, the abrupt occurrence of this pandemic altered the landscape, creating an entirely new environment. This shift is demonstrated by the effects witnessed in the transport sector due to the advent of Uber, the integration of artificial intelligence in various industries, such as finance and farming, and the departure from Flash experts.

Numerous instances, many of which we have not mentioned here, have challenged our business paradigms. When Uber was initially established, the notion of rating cab drivers had not even crossed our minds. But, thanks to advancements in artificial intelligence, we can now acquire intelligence that previously could only be accessed by the most progressive entrepreneurs. Flash was once the dominant force on the internet, but has now been surpassed by HTML5 tags. This development has necessitated existing organisations and individuals to adapt to stay competitive or risk being left behind. Does this seem extreme to you? If you would like to gain more insight into the situation, you can always speak directly with senior management at Kodak.

It cannot be denied that transformations are an inevitable aspect of both personal and business life. Even companies that prefer stability must recognise this fact to stay competitive. Having adaptable talent is crucial in such circumstances, as it enables businesses to more effectively adapt to both projected and unforeseen changes. Flexibility is paramount here, as it is in natural selection. By consistently fostering and upskilling their workforce, businesses can guarantee that they stay competitive.

There is no denying that the workplace of tomorrow will be notably distinct from that of today, rendering it essential for employees to possess a diverse range of skills. A decade ago, hardly anyone would have foreseen the demand for blockchain experts or developers in the Internet of Things. However, they have become highly sought after recently. Many individuals have seized the opportunity to re-skill and acquire the competencies required to specialise in these two areas, demonstrating their ability to swiftly adapt to the evolving job market. This is exceedingly advantageous for your situation.

Developing Agility with Your Talent

It is evident that it is considerably simpler to discuss the necessary changes than to put them into effect. Market shifts typically develop swiftly, and the recent pandemic has left numerous businesses and their employees playing catch-up. However, it is unwise to simply wait for market changes to occur; instead, companies should aim to become ‘talent agile’ to maximise their chances of effectively handling any forthcoming challenges.

Therefore, how can you foster such an environment in your company and cultivate more adaptable employees? These measures can help you achieve it:

  • Recognise both the strengths and limitations of your skill set.

    To identify the talents and knowledge essential for attaining your organisation’s objectives, it is necessary to evaluate the skillset of your existing workforce. Simply stating the number of software developers, marketers, and accountants is insufficient; you must determine the level of proficiency for each role to establish whether you possess the necessary skills and knowledge to progress.
    For example, you may discover that your marketer also possesses skills in UX or that one of your software developers has expertise in blockchain. Create an exhaustive catalogue of these skills, including the unused ones. Doing so will enable you to ascertain your company’s capabilities.
  • Familiarise yourself with the business landscape, the market, and your competitors.

    Now that you have evaluated your own staff resources, it is time to assess enterprises in your area of expertise. By tracking the recruitment plans of competitors, analysing emerging trends among your target audience, and staying informed of industry news, you can identify potential staffing needs in the short, medium, and long term.
    Don’t just concentrate on competitors that seem closer to your size and market focus. Examine your entire industry, from large corporations to new startups. One of them could be on the verge of revolutionising the field with a specific strategic move, and you need to be aware of it to obtain the necessary skills to pivot in the same direction at a moment’s notice. Although this may appear to be a more reactive approach, being the first to identify a trend that could become the new standard is what counts: what matters is that you get there promptly and accurately.
  • Create a strategy to attract and retain top talent.

    Understanding the strengths, weaknesses, and trends of your organisation’s, competitors’, and industry’s capabilities is an excellent way to prepare for your next talent-related moves. However, developing a successful plan necessitates a wide variety of skills and knowledge, as well as the ability to make perceptive decisions. Consequently, it is critical that your subsequent steps and the specific abilities you wish to cultivate are outlined clearly and in detail within the plan.
    Do not perceive this as an invitation to concentrate solely on a single investment. It is important to be smart about the direction in which you take your talent. You may opt to diversify your efforts and train your workforce in multiple skills that you believe would be beneficial in the future. You might collaborate with a nearshore development company to fill in the gaps. The crucial point is that you create an actionable plan with a clear intent to follow.
    Keep in mind that the plan will not be set in stone – a significant aspect of having talent agility is being adaptable, so you must be ready to change course at any time.
  • Blend multiple methods of talent development.

    Taking action now is critical to attaining your talent objectives. Employ a range of techniques to ensure that you are maximising the methods discussed previously. Talent development programs, training courses, and other opportunities to acquire new skills should always be regarded as the initial move.
    Investing in reskilling and upskilling can provide you with increased talent agility, as you’ll have a workforce whose skills you already know will get better through new skills. They’ll have the bonus of knowing your company and your market inside out, so they’ll bring extra value to all your efforts. Besides, investing in your team will better prepare for unexpected changes and boost engagement with your business.

Unleashing Your Talent’s Full Potential through Flexibility.

Predicting the immediate and long-term repercussions of the pandemic is difficult. We can anticipate that various factors, such as the economy’s response to the pandemic, employees’ evolving preferences, and businesses’ adaptation strategies, will result in a departure from the status quo. Therefore, it is logical to assume that the future will entail an unparalleled degree of unpredictability and transformation, a notion that we must acclimate to.

In the present climate, the ability to swiftly recognise and respond to new talent is crucial since it will allow you to be in the best position to overcome potential obstacles by utilising your organisation’s most valuable asset: its workforce.

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