The document summarizes the results of a survey of HR and talent professionals: - Data was collected in February 2018 from over 40% directors/VPs/C-level executives, with over 50% from organizations with over 1,000 employees. The document identifies challenges in talent acquisition, learning and development, succession planning, data analysis, career pathing, and leadership development. It discusses companies' approaches to these challenges and emerging leadership competencies needed to address a generational shift in the workforce.

2. • Data collected: February
2018
• Surveyed HR & talent
professionals with budgetary
influence
• 40% were directors, VPs or
C-Level executives, more
than 50% of organizations
had 1,000+ employees

4. Phone Research
Career Pathing
Succession Planning
Learning and Development
Leadership Development
Analytics

5. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

6. When changing the company's talent acquisition
strategy through technology, resistance to change
on the part of hiring managers is caused by:
Misunderstanding
the need for
change
22%
Fear of the
unknown
25%
Lack of
competence in
the new method
30%
Poor
communication
16%
Not being
consulted
7%
RESPONSES

7. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

8. While thinking about the generational shift taking
place in the workforce right now, what new
leadership competencies are emerging?

9. How is your company embracing
and capitalizing on these emerging
competencies?

10. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

11. Does your company have a formal succession
planning strategy that focuses on long-term goals,
hiring, and talent retention?
Yes
50%
No
50%
RESPONSES
Yes No

12. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

13. The Goldilock’s Zone
Courtesy:
NASA

14. In your opinion, is your company creating the
appropriate amount of employee analytical data
needed to generate discovery?
Responses
Too little data generation Enough data generation Too much data generation

15. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

16. Does your company employ a
formal, multi-generational career
pathing strategy?
Responses
Yes No

17. Challenges
Challenge 1: Talent Acquisition – The change
management strategy involved with the hiring
manager experience.
Challenge 2: Learning and Development – Embrace new and emerging
leadership competencies, including innovation, entrepreneurship, and
marketing.
Challenge 4: Analyze data that
generates discovery, not bigger
data.
Challenge 5: Creating a formal,
multi-generational career pathing
strategy for each employee rather
than employee generating one
individually.
Challenge 3: Succession Planning –
creating a succession plan focused
on long-term goals, hiring and
retaining superior talent through
knowledge, skills, and abilities
development.
Challenge 6: Lack of leadership
development is the key driver of
millennial job dissatisfaction.

18. The Boomerang Principle: Inspire
Lifetime Loyalty from Your Employees
“Leaders provide direction, make decisions, and
solve problems. Leadership is not the sole
purview of those with seniority or rank. In our
fast-moving, increasingly interdependent
business environment, every company needs
leaders at every level and in every seat.”
Lee Caraher

19. Is your leadership development
program multi-generational?
Responses
Yes No

20. • Report available in
app
• HR Tech Online
North America

21. Thank You!