A Personal Journey, A Process, A Necessity.
What’s it all about? “Unconventional employees” may raise eyebrows, but great leaders know how to source, nurture, and build organizational tolerance for these individuals. And a leader who can master this process is well on the way to mastering the keys to agility. Emily Phillips joins Big Idea Sunday to ask, “Why do we claim to hire for talent rather than specific skills, but so often default to the skill sets?” She will share her story of three diverse careers in different industries as a jumping off point for our agility discussion. In the process, you will discover a construct that will help you prepare for disruption, and help you move from Point A to Point B when there isn’t an easily recognizable route.
Why you’ll want to participate in this session.
- Discover a three-step model for building business agility into your individual and workplace ecosystems and become a stronger leader in the process.
- The first step you will explore is an iterative process, which takes you from problem definition to hypothesis and testing, to architecting a solution, to input from your sources, and on to reflection and refinement.
- The second component of this model – the building of your internal and external tribe of experts – is a must, because the data from these sources is critical to strategic thinking and planning.
- The final piece of this approach involves balancing risk aversion in the corporate setting vs. the business opportunities that emerge from flexibility and nuance.
- Learn how to communicate this new structure of agile leadership to your C-suite and help move them from the limitations of “predict and plan” to a richer, more rewarding way of doing business, and discover how to measure and distill the results of this process.
Approved for: SHRM Credit- 1.0 PDC; and HRCI Credit- 1.0 Business Credit.