This document discusses strategies for integrated talent management and managing change in organizations. It covers four main challenges of change: change, paradigm shifts, uncertainty, and complexity. It also discusses four states of change: shock change, corrective change, unfocused change, and adaptive change. Additionally, it provides examples of key success factors for talent management, including economies of scale, research and development, quality of people and product, customer service, innovation, and being able to anticipate and handle change. Finally, it emphasizes that organizations must have a strategic workforce planning capability, focus on diversity and inclusion, and improve their ability to respond to change in order to secure their talent pipeline for the future.

1. How to Make Integrated Talent
Management a Competitive Advantage
Peter Wright CEO & Founder of Acorn Strategy Consulting

2. The Day After Tomorrow – 4 Biggest
Challenges
Change
Paradigm Shifts
Uncertainty
Complexity
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3. Four States of Change
Shock Change
Corrective
Change
Unfocused
Change
Adaptive
Change
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4. Lakota Indian tribal Wisdom said that when you discover
you are riding a dead horse the BEST Strategy is to
Dismount.
However, in many places of employment, other strategies
with dead horses are used including the following:
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5. • Buying a stronger whip
• Changing riders
• Saying things like, “This is the way we have always ridden this
horse”
• Appointing a committee to study the horse
• Arranging to visit other companies to see how they ride the dead
horses
• Increasing the standards to ride dead horses
• Creating a training session to increase our riding ability
• Issuing a memo declaring that “This horse is not dead”
• Harnessing several dead horses together for increased speed
• Do a Cost Analysis Study to see if contractors can ride it cheaper
• Change the performance requirements for the horse
• Promote the dead horse to a supervisory position
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6. Examples of Paradigm Shifts
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7. Key Success Factors
A key success factor is the answer to the question:
“What do we have to do uniquely or particularly well to succeed?”
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8. Key Success Factors
• Economies of Scale
• Research and Development
• Product Development
• Quality of Product
• Quality of People – Technical
• Customer Service
• Image
• Pricing Strategy
• Intellectual Property
• Innovation
• Organizational Efficiency
• Unique Proposition
• Procurement Capability
• Creativity
• Speed to Market
• Niche Player
• Anticipate/Handle Change
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9. Constant Supply of World Class Talent
The World of Integrated Talent Management
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Talent Strategy & Business Alignment
AdaptiveChangeCapability
OrganizationalModel
Strategic Workforce Planning – Annual Organizational Review
Talent Capability Aligned to business requirements
Talent Acquisition
Employer Brand
Employee Value
Proposition
Employee
Engagement
Total Rewards
Management of Performance
Systems and Process
Career
Management
Succession
Management
Leadership
Development
Learning & Capability Development
Individually - Corporately
Workforce Analytics

10. Accenture Report 2014
• 15 leading industrial nations of the world will all face skills shortages
by 2030
• The “Perfect Storm” is going to be caused by:
• Baby Boomer Demographics
• Millennials not entering – or leaving – corporate life
• Poor Diversity and Inclusion Strategies
• Technological Change
• Inability of companies to keep their workforce suitably educated

11. Accuracy of Predictors
1.0
0.9
0.8
0.7
0.6
0.5
0.4
0.3
0.2
0.1
0
-0.1
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Perfect prediction
Assessment centers (promotion)
Ability tests
Work sample tests
‘Situational’ interviews/criteria-based interviews
Assessment centers (performance)
Bio-data, personality tests
Interviews
References
Astrology
Graphology
Chance Prediction

12. Talent Acquisition Strategy
• Companies must have a Strategic Workforce Planning capability
• Diversity and Inclusion is a key business imperative
• Companies must secure a “talent pipeline”
• Companies will need to improve their onboarding process
• Talent Acquisition teams will need strong research capability

13. The Flexible Firm Self
Employment
Crowd
Sourcing
Sub
Contracting
ConsultantsOutsourcing
Interim
Management
Agency
Joint Venture
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Flexible
Group
Short Term
Contracts
Internships
Job
Sharing
Part Time
Core Group
Core Employees
Functional
Flexibility

14. “It is not the strongest species that survive,
nor the ones most intelligent, but the ones
most responsive to change.”
Charles Darwin
“The Species of Nature” 1856