How do you link talent and innovation?

Absolutely, talent is the lifeblood of innovation, but it's crucial to expand on this notion. Diverse talent pools, cross-functional collaboration, and a culture of continuous learning and development are vital elements in the innovation equation. Measuring innovation success through defined metrics, fostering innovation-friendly leadership, and exploring external talent sources like partnerships and freelancers also significantly contribute to an organization's innovation prowess. Talent management isn't a standalone function; it's a multifaceted strategy that, when done right, can truly propel innovation and set a company on a path to continuous growth and success.

By bringing together professionals from various disciplines, you create a dynamic environment that fosters unconventional thinking and interdisciplinary collaboration. This not only enriches the ideation phase but also injects versatility into the execution of innovative projects, leading to more robust outcomes.

This is my "DRIVE" framework to link innovation and talent : D-Diversity Diversity in age, gender, domain expertise, and experience fosters innovation by embracing diversity taps into a wider pool of talent and creativity. R-Resource Optimization Frugal organizations drive innovation by finding creative and efficient solutions. Empower teams to do more with less. I-Ideation Innovation doesn't require genius, encouraging employees to think beyond the conventional unlocks fresh, innovative ideas. V-Vigilant Learning Staying attuned to changing market demands and continuously acquiring new skills. E-Experimentation Innovative organizations must be willing to take calculated risks and view mistakes as learning opportunities.

Effective innovation requires 3Is: Imagination, inspiration, and influence. Talk to people managers about their team members who possess all 3. Simply going by conventional assessments and measurements is simply trying to force innovation rather than create a natural flow. Innovative talents are sometimes disrupters, game changers and proactive problem solvers in the company.

Recruit individuals who have a track record of innovation or possess qualities such as creativity, critical thinking, and a willingness to challenge the status quo. Provide opportunities for continuous learning and professional development to further nurture their innovative skills.

. Develop holistic competency frameworks that encompass not just technical skills but also the nuanced behavioral and cognitive traits crucial for innovation. This nuanced approach ensures a more accurate and insightful evaluation of candidates, helping you identify those with the multifaceted qualities essential for driving innovation.

Spot on! Traditional hiring metrics just don't cut it anymore. The world is changing so rapidly that the goalposts have already moved by the time you've completed a project. That's why assessing traits like adaptability and resilience is as vital as reviewing a CV. These traits Must now align with SDG 4: Quality Education, as they reflect the holistic skill set we should nurture from an early age.

Innovators share two major traits: passion and openness. When approaching a problem, innovators put their heart and soul into finding a solution. This comes naturally to them, as they are passionate. They feel a sense of duty towards themselves to address the issue. Another important trait of innovators is their openness. They are outside-the-box thinkers and curious to learn different ways to approach a problem. They are never on the defensive, and are receptive of new concepts. With these two traits in mind, and after a while working with a person, I'm able to identify their talent for innovation.

Developing talent for innovation isn’t just about perfecting technical skills – it’s about maintaining an environment where creative thinking thrives. Provide mentorship, expose your team to diverse challenges, and encourage them to think outside the box. Encourage learning, collaboration, and allow space for failure. True innovation often emerges from failure.

Revamp your recognition programs to spotlight innovation. Acknowledge not only successful outcomes but also the journey of experimentation and learning. Implement recognition frameworks that celebrate the process of innovation, reinforcing the value of resilience and adaptability.

Developing talent for innovation starts with the organization's culture, where employees are given the freedom and empowered to contribute to an organization's innovativeness. According to research, informal networking contributes to an organization's readiness for innovation, as it promotes ties within and between departments while also assisting staff in combining and developing new expertise.

Through the work. Innovation is an agile process based on principles in the scientific method. People learn best by doing and having the agency (and space) to innovate, formulate new ideas, test, adjust, refine, etc.

Innovation is often suppressed in the best organizations because the best talent don't find a voice. Hence the foremost step is to encourage a culture of 'speaking up', creating safe environments for individuals to challenge each other. The second key point is experimentation and failing fast - this point is very tough to achieve as the org gets larger in size. There needs to be a laser focus on org structures to enable such agile teams which experiment faster, and focus on the culture to continuously build managerial capability around encouraging experimentation.

Offer employees opportunities to work on stimulating projects that align with their interests and skills. Empower them to take ownership of their work and provide opportunities for growth and advancement.

One of the biggest reasons people decide to join an organization and ultimately stay the course is the impact their work will have on the company and its constituents. There's a myriad of factors that motivate us, but belonging to a mission that has an impact on something bigger than ourselves, where the work from our own individual efforts contribute to this impact, that's the holy grail. That keeps teams engaged, excited, motivated and happy. When that direction changes, or the life cycle of that mission runs its course and comes to an end, that's when we start to see an exodus.

Psychological safety is the container in which innovation grows. When individuals feel secure in expressing their ideas, taking risks, and challenging the status quo without fear of ridicule, they become more willing to explore innovative and bold ideas. In psychologically safe environments, innovation becomes operationalized into talent management practices. This is the linchpin for retaining the brightest minds in an organization. After all, why would the most creative and innovative talents stick around if they can't share their ideas? When psychological safety is nurtured, innovation becomes not just a corporate strategy, but a talent strategy, and organizations become containers for the most imaginative and daring minds.

I also advocate for creating a culture where suggestions are encouraged, achievements are celebrated, and failures are viewed as opportunities for growth and learning, rather than criticized or tolerated. They should be embraced as steps toward innovation and improvement. By creating such an inclusive culture, employees feel empowered to contribute their innovative ideas and efforts without fear of reprimand.

Exactly, retaining innovative talent is all about the culture. A culture that values diversity of thought and adaptability, embraces change and encourages agility will hold onto its stars. This is where the adaptability quotient (AQ) can be an essential tool for managers to evaluate how their teams progress, especially in a world that won't slow down for anyone.

To leverage innovative talent, leadership must be skilled at recognizing, trusting, and empowering these individuals. This means providing them with the resources, autonomy, and collaborative opportunities to bring ideas to life. The most groundbreaking solutions often emerge when you combine diverse talents and allow them to challenge and complement one another.

Businesses cannot afford to see innovation as a nice to have. Instead, listen to those who are closest to your products and people. Creativity in the workplace is often hidden. Many are waiting for permission to share their ideas. Create an environment where innovation and creativity can flourish and be shared. Start with open ended questions aimed at your most talented employees. Start with "How would you make this task easier if money, time and resources were not an obstacle?" This will help you identify those who are big thinkers willing to move from a job mindset to a career mindset. Unleashing creativity with the right environment is the best way to leverage untapped talent in your workforce.

Innovation is certainly not made in a vacuum, so building a collaborative team that isn’t afraid to challenge one another’s ideas is critical. Your performance management practices should reflect this; Rather than focusing on individual performance, how can you incentivize group performance?

Recognize the unique skills, expertise, and perspectives of your employees. Assign them to projects and roles that align with their strengths and provide opportunities for them to contribute their innovative ideas and problem-solving abilities.

Encourage a culture of experimentation and risk-taking, where employees feel empowered to explore new ideas and approaches. Foster interdisciplinary collaboration to leverage diverse perspectives and expertise. Implement mechanisms for idea generation, evaluation, and implementation, ensuring that innovative initiatives are prioritized and supported. Celebrate and recognize innovative contributions to reinforce their value and encourage continued engagement in driving organizational innovation.

Ensure that talent management strategies and practices are directly linked to the organization's overall business objectives. Clearly communicate the strategic goals and direction to employees, and align their individual goals and performance metrics accordingly.

Regularly assess and refine your talent management processes to ensure they support innovation initiatives effectively. Encourage open communication and feedback channels to gather insights from employees and stakeholders. Invest in training and development programs to enhance employees' innovation skills and mindset. Foster cross-functional collaboration and knowledge sharing to facilitate idea generation and implementation. Recognize and reward innovative behavior to reinforce desired outcomes and motivate ongoing innovation efforts. Regularly evaluate the impact of your talent management practices on innovation outcomes and adjust strategies as needed to drive continuous improvement and organizational success.

This is as much about the overall culture of the organization as it is the people that populate it. Innovation requires an environment where people are encouraged to experiment. It means having a culture that not only accepts failure, but expects it. This requires leaders who can connect the work of their teams to the broader organization and understand the unique capabilities of their team members so they can coach and encourage them to experiment and innovate where it plays to their strengths. In reality, every employee has the ability to innovate, but how they go about it will look differently. It’s unreasonable to expect everyone to innovate on the next big thing. However, everyone, in the right environment, can contribute.

In my experience, innovation thrives in the right cultural environment that celebrates creativity, risk-taking, and collaboration. High-potential employees excel when they're free to experiment in inclusive, bias-free spaces. As Brené Brown says, innovation requires vulnerability and courage. Leaders must foster this by prioritizing psychological safety, empowering teams to collaborate, and challenging the status quo. Leveraging AI and embracing diversity unlocks talent's full potential. When people genuinely belong, not just fit in, that's when innovation happens. Diversity isn't just a trend—it's essential for growth.

As we keep saying, adaptability is non-negotiable in today's world. We need to not just be prepared for change but embrace it. It's not about who's the smartest in the room but who’s most adaptable to change that will thrive. These are the individuals and organisations that will make real contributions towards the SDGs, essentially shaping a future we all want to be a part of. Talent isn't just about skills; it's about having the right mindset. And in today's world, where the pace of change is off the charts, adaptability is the new currency. Building a talent pool that can not only think on its feet but also pivot quickly is essential for any organisation aiming to be a leader in innovation.

El talento y la innovación están intrínsecamente vinculados en el entorno empresarial. El talento humano es un factor clave para impulsar la innovación, y a su vez, las empresas innovadoras a menudo atraen y retienen a profesionales talentosos. Acá mis 4 acciones para lograrlo: *Los individuos talentosos son capaces de proponer nuevas ideas y abordar los problemas de manera innovadora. *Equipos diversos en términos de habilidades, y experiencias fomentan la innovación. *Los profesionales talentosos abordan los problemas de manera única y encuentran soluciones innovadoras. *Las conexiones externas que los profesionales talentosos pueden aportar a través de redes y asociaciones también son fuentes valiosas de innovación.

To truly link talent and innovation, consider the Agile principle of valuing individuals and interactions over processes and tools. Encourage your team to embrace a growth mindset, where continuous learning is the norm—not the exception—and where each member feels empowered to experiment and take risks without fear of failure. For instance, by shifting a talented employee to a role that aligns better with her strengths, I've seen firsthand how quickly innovation can be ignited, transforming underperforming sectors into high-growth arenas. This not only accelerates personal career growth but also drives collective success, significantly enhancing organizational resilience and competitive edge.