The Global Talent Innovation Network (GTIN) is a peer network for senior talent leaders from global companies facing complex talent management challenges and who are seeking cutting edge solutions to address these challenges. GTIN focuses on the needs of the talent executive in organizations that are undergoing enormous changes in response to global growth and dynamic - bordering on seismic – economic event shifts in the market. The purpose of this network is to bring the best-of-the-best thinkers together to collaborate toward building disruptive talent management practices to support our business challenges. Network members will discover in their conversations based on disruptive innovation, the key levers to move businesses forward in substantial ways. Network discussions may translate into significant tools or publications that put forth the best and top thinking (and discussions) on these topics.
How do organizations achieve “extreme” levels of performance against evolving business models? What new organization models need to be considered and how do leaders move organizations from what was to what needs to be? Members of GTIN will go beyond basic problem-solving to discover the way out of the talent challenges ahead. Together they will rethink their way into new models, practices and frameworks that will bring higher levels of business performance.
- What leadership differences exist (need to develop) given the changing business landscape?
- How will organizations build global pipelines of leaders required to lead, run and grow their businesses? How will we accelerate development?
- How do we close significant gaps?
- What is the role of the board in developing organizational capability?
- How will employee social systems shift / need to shift in response to changing work cultures?
- How will organizations need to transform leadership, management and employee systems in response to these shifts?
- What is the role of the executive team and board of directors in developing organizational capability?
- How will employees view career management and development?
- Take the HR organization to another level in order to ensure talent goals become a reality.
In-person Meetings: Members select the topics at these dynamic forums held twice each year, in Spring and Fall. Outside speakers are often a part of meeting agendas, but plenty of time is left for members to connect informally and exchange ideas.
Online Peer Networking: Members access this year-round, 24/7 service when they need information, ideas, resources, advice, or recommendations on resources, consultants, faculty, or other areas.
Member Driven Projects: These projects are in direct response to member requests and include surveys, facilitated discussion forums, webinars, book reviews, “Ask the Expert”, etc.
Member Value Plan: The MVP is a process where we connect with each individual member a few times a year to learn more about their hot button issues, critical needs, most pressing challenges, personal developmental hurdles, etc. We then focus all of our assets on connecting individual members to resources, people and knowledge that can help address their most pressing needs and nagging issues.