Fix or Change: Which is the Path Towards Sustainable Talent ...

?Getting the right people in place is a linchpin to success in large, rapid-growth markets, but 42 per cent of global organizations are struggling with it, according to a survey by Ernst & Young?Just 20 per cent of executives believe their company manages talent effectively across all markets, and less than one-third agree their top management team has an international outlook on decision making.?

This quote taken from the recent Canadian HR Reporter post,?Nearly One-half of Firms Struggling to Build Teams in Rapid-growth Markets, encompasses the findings from a Ernst & Young report examining the growingly competitive job market on the immediate horizon. ?There are challenges with operating in an increasingly global marketplace.??There are even greater challenges in effectively managing ?talent across all markets.??Some key issues include: cultural differences, difficulties balancing local and global talent, trouble with retention and a lack of a leadership pipeline.

Our sustainability consulting often finds that executives too often focus on the ?quick fix? that will bridge the obstacles faced in the moment, with a simple goal to get back to ?business as usual?.? Rather than addressing the larger needs leaders may focus on: How do we mitigate turnover risk, or how do we patch this hole in our talent supply?

In these cases, business sustainability actions show up as a ?fix? rather than a ?change? or part of the company's overall business culture reform.? Our sustainability consulting has found one solution - it is to adopt a broader definition of sustainability that is not exclusively regarded as environmental action, but instead incorporates an expanded definition applicable to all parts of the organization. ?Within our sustainable business programs, we advocate that in order to meet the growing demands of business sustainability and maintain a competitive advantage over the competition, companies must address ?organizational culture? as a primary factor in the talent attraction/development process. By opening the doors to the concept of a sustainable business culture, companies can address a variety of concerns as we've addressed in the following posts:

Thinking of sustainability as a boundless opportunity opens the door to actions beyond what have already been implemented.? This allows an organization and its stakeholders to step beyond traditional roles to bring forward new ideas and create a business sustainability culture. ? The result? Change versus a temporary fix. ?Our sustainability consulting practice encourages companies to take the opportunity to address their talent and the manner in which the company identifies and cultivates these key resources.

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Source: http://blog.taigacompany.com/blog/sustainability-business-life-environment/fix-or-change-which-is-the-path-towards-sustainable-talent-management-and-culture

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