Three Actions to Take in the 2nd Half of 2017
The importance of organizational agility and resiliency cannot be over-emphasized in the second half of 2017. To help you anticipate, respond, and exploit both planned and unplanned change, I recommend you consider the following three actions:
1. Seek, develop, and reward boundaryless leadership
- Consider these 14 Future Leader Capabilities
- High-performance organizations are 2.5x more likely to ensure leaders collaborate effectively with key external stakeholder groups
2. Be clear on who (and where) top talent is - and where it isn't
- i4cp’s yet-to-be-released research on talent acquisition shows that high-performance organizations are:
- 3.5x to have a clear picture of their total global workforce.
- 5x more likely to create customized employment branding for specific roles or functions.
- Check out these 11 metrics high-performance organizations use to measure top-talent development and succession effectiveness.
- If you are an i4cp Exchange member, make sure your team is taking part in our People Analytics Series so you can advance the effectiveness and value of HR’s strategic role.
3. Unleash the power of your organization’s network
- High-performance organizations are:
- 3.5x more effective than low-performance organizations at getting their top talent to make employee referrals.
- 5x more likely to use stretch goals to encourage people to seek resources, colleagues, or solutions across the extended enterprise.
- 8x more likely to actively help others build collaborative networks to break down information silos and enable stronger business synergies.
- View this infographic for more interesting stats on workforce collaboration.
Kevin Martin is the chief research officer at the Institute for Corporate Productivity (i4cp); the leading research firm focused on discovering the people practices that drive high-performance.
In addition to guiding i4cp’s research agenda and deliverables, Kevin also advises corporate and human resources leadership teams on best- and next-practices in a broad range of topics that range from talent risk management and corporate culture, to human capital strategy and organizational agility. He also serves as executive sponsor of i4cp's distinguished Chief HR Officer Board.
Prior to i4cp, Kevin worked for several years at research firm Aberdeen Group where he built one of the industry’s leading human capital management (HCM) research practices and then held a variety of roles of increasing responsibility which included SVP of Research Operations with general management oversight of the company's 17 research practices, and SVP of International Operations where he led the firm’s expansion efforts in to Europe.
A highly sought-after international keynote speaker on all aspects of human resources and talent management, Kevin has been recognized as a “Top 100 HR Influencer” by HR Examiner. His and his team’s research have been cited in leading business media, including Forbes, The Wall Street Journal, Fast Company, Harvard Business Review, Inc. Magazine, Bloomberg, the Financial Times, CFO Magazine, CIO Applications, and on CNBC.
He is also an occasional contributor for the Financial Times.
Kevin currently serves on the advisory councils for the University of Dayton's school of business administration and school of engineering. He also serves on the board of advisors for Bullseye Engagement. From 2005 to 2014, Kevin served on the board of directors for Big Brothers Big Sisters of Central Massachusetts, which included a two-year term as board chairman (2009-2011). In 2006, Kevin was awarded the Commonwealth of Massachusetts's "Big Brother of the Year".
Kevin earned a Master of Business Administration degree from Boston University and a Bachelor of Science in Business Administration degree from the University of Dayton. He resides in the Massachusetts with his wife (Laura) and their three sons.