The entire strata of thinking and business processes, rules and ways of doing business that impact how talent thrives or don’t in your organisation is majorly derived from breaking down your overall business strategy and operating model into executable pieces.

The other direction is just as important, how you incorporate those talent related considerations when creating the big-picture  strategy and operating model.

Sooner or later at every organisation the majority of the workforce will come from the Y / Z generation or younger and the talent management practices established decades ago are unable to handle the change in mindset, principles an attitude of these newer generations to create real engagement at the workplace.

The open feedback of the Y  / Z generations is actually a blessing in disguise, exposing long-existing problems and lack of communication that motivated the top talent of previous generations to silently leave an organisation looking for better opportunities.