The document summarizes the key findings of a talent management survey of business leaders. It finds that 1) companies face a talent shortage despite high unemployment, as skills needs have changed, 2) leaders are concerned about developing future leaders through leadership programs, and 3) retention of top talent is a major concern for most executives surveyed as the economic reality has changed.

1. Talent Edge 2020:
Blueprints for the new normal
Portorož, 30 September 2011

2. Key findings
Business leaders are adjusting their talent strategies
to meet the shifting demands characterized as the
“new normal”

3. The talent paradox is already creating key shortages
High unemployment rates have not created the talent
surplus many would have predicted. Many executives
predict a talent shortage across key business units.

4. Companies are increasingly challenged to develop
the next generation of leaders
Many executives expressed concern over their companies’
leadership development programs and pipelines.

5. Retention plans
Most executives surveyed (63%)
are either highly or very highly
concerned about employee
retention over the next 12 months.
Ramping up financial and non-
financial incentives

6. The great recession leads to the “great rebalance”
In the space of 12 months the executives taking part in the
survey made a “great rebalance.”
Leaders are struggling to find an equilibrium between
austerity measures designed to meet the new economic
reality and the need to invest for future expansion.

8. The talent paradox
Top 3 point to a
new reality.
The nagging
questions.
Bottom 3 point to
a job well done.

9. Hot Spots
Sources of
innovation
Where Europe is
struggling

10. The next generation of leaders

11. Retention in a new playing field
Executives worry about retention but admit their retention
plans are not impacting turnover.
Why?

12. Redesigning the retention strategy
Focus on emerging leaders
Focus on generation and gender
Focus of the employer brand
Focus on incentives
Differentiation by culture,
compensation and future
opportunities

13. The fear of loosing high-potential
68% of executives fear
loosing critical talent.
64% of executives fear
loosing high potential and
leadership
60% of executives fear
loosing top managers
and executive leadership.
Why?

14. Tailor-made retention strategies

15. It is not the strongest of the
species that survives, nor the most
intelligent that survives.
It is the one that is the
most adaptable to change.
(Charles Darwin)