As a progressive leader in talent management, you have undoubtedly noticed that there has been continuous volatility and change in your world. To survive in this new normal, organizations must do things differently when it comes to their people. Our guidebook offers a path forward, an opportunity to move beyond best practices and create a business-changing talent strategy.

1. 6 TALENT STRATEGY LEVERS FOR
A VUCA WORLD
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2. As a leader in talent management, you’ve noticed
there’s been volatility and change in your world.
This world of turmoil actually has a name:
Volatility, Uncertainty,
Complexity, and Ambiguity.
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3. To survive in this NEW NORMAL,
organizations must do things differently
when it comes to their people.
Our goal is to offer a PATH FORWARD
and get you thinking about what you
need to do, and where you should start.
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4. We see VUCA READINESS as a matter
of manipulating six talent strategy levers:
1. Business agility
2. Strategic workforce planning
3. The pursuit of readiness
4. Gathering and using data
5. The learning organization
6. Talent management sustainability
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5. #1
Business Agility
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6. #1
Business Agility
Organizations—and their talent—need to
be agile with the ability to swiftly change
direction. A good place to start is by linking
everything you do from a talent standpoint
back to the business and what it needs to
accomplish.
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7. #2
Strategic
Workforce
Planning
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8. #2
Strategic Workforce Planning
Determine what talent your organization
has, what it needs, and where talent gaps
exist—including pending retirements. Cover
all organizational levels and all key roles,
taking into account your ability to fill those
roles internally versus externally.
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9. #3
The Pursuit
of Readiness
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10. #3
The Pursuit of Readiness
To get leaders ready to step into
critical business roles, you must:
•
•
•
•
•
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Obtain senior executive involvement
Conduct a talent audit
Complete an accurate talent assessment
Launch development planning
Drive accelerated development that
targets future roles
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11. #4
Gathering and
Using Data
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12. #4
Gathering and Using Data
Your organization needs to have an
insatiable appetite for talent-relevant data:
• How effective is your training?
• What are your talent gaps?
• How efficient are your hiring processes?
Measurement allows you to move faster and
make adjustments on the fly as things change
and evolve.
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13. #5
The Learning
Organization
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14. #5
The Learning Organization
Develop more agile leaders who have the
ability to manage whatever comes their
way. Look for leadership courses on:
• Leading change
• Driving innovation
• Making rapid decisions
• Networking across boundaries
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15. #5
The Learning Organization
It’s also about learning and growing
as an organization, whether it means
abandoning an ineffective selection
practice, addressing a talent gap, or
reformulating your talent strategy when
it becomes apparent that it’s misaligned
with the direction of the business.
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16. #6
Talent
Management
Sustainability
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17. #6
Talent Management Sustainability
For an initiative to be sustainable, it needs to:
•
•
•
•
•
•
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Be built on a strong business case
Have clear accountabilities
Have talent with the skills to be successful
Be aligned with your business strategy
Be measurable
Be flexible and adaptable
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18. LET’S RECAP!
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19. Manipulate these six levers effectively
and your organization will be ready to
survive and thrive in the VUCA world!
• Business agility
• Strategic workforce planning
• The pursuit of readiness
• Gathering and using data
• The learning organization
• Talent management sustainability
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20. Ready for a VUCA world?
Talent experts are standing by at
1.800.933.4463 or info@ddiworld.com to help
your organization navigate this new normal.
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