Mix it up: The benefits of talent rotation for leadership development.

Certainly, the world will not be the same after we move out when the PANDEMIC gets over. Apart from polishing your skill and acquiring new ones, we should also dedicate a fair amount of time to strategize the way we will operate in the new era that lies ahead of us. Patience, resilience, and strength of almost every business model will be tested and just like a Phoenix rises from its ashes, Business leader who’re able to anticipate the problems now will be able to continue the journey to grow.

As far as HR responsibilities are concerned, Talent Rotation & Talent Management should be of paramount importance when the business opens once again. Putting it simply, placement of a right prospect at right job will be very important. Hiring and Training processes will need transformations and HR leaders will come up with out of the ordinary ways to hire, train and manage people on field. Most importantly, rotating people in different industries becomes very important. Rotation of “Human Resources” across industries will lead to:

·        Innovation

·        Cross pollination of Ideas and Technology

·        New avenues of hiring through increase referrals

·        Possible restructuring (for better) of HR policies

·        Improved cultural mix

·        Contribution to the economy (Most important as per me)

Over the many decades I have been studying the link between people practices and performance, I’ve seen a common trait among low-performing, non-agile, slow-to-change companies: talent hoarding. This is the practice of allowing managers to keep their top performers from moving anywhere else in the company.

Building a culture of mobility is a trait of very healthy organizations, and the benefits are clear: Cross-functional collaboration increases, departmental cooperation is enhanced, innovation improves, and companies begin working more as one cohesive team instead of separate fiefdoms.

Despite the benefits, too few companies place a priority on moving talent or have a formal talent mobility program in place. As companies emerge from the pandemic, this will be critical to retaining top performers and upskilling the workforce to be more agile in the future.

An active culture of talent mobility can help minimize complacency and create an environment of healthy change — and with it an agile environment that can handle the unexpected. If you are interested in improving agility, it’s time to include some healthy internal mobility and create more talent magnets throughout your organization.