Organizational Agility: Resources and Insights
Over 70% of the nearly 1,800 organizations that have taken part in i4cp’s current study on agility say they are placing a high priority on their firms’ ability to anticipate and act on change.
To help your organization and its leaders best prepare for, cope with, and capitalize on this era of accelerated (and constant) change, I encourage you to consider and take action on the insights in the resources highlighted below.
Agile leaders and organizations
- Collaboration is one of five shared values of high-agility organizations. Do your leaders exemplify these 4 critical traits of collaborative leaders (i4cp members only)?
- Just as collaboration can lead to agility, it can also hinder it. Make sure collaboration in your organization is purposeful.
- Results and findings from i4cp's Agile Leaders & Organizations Study, intended to create benchmarks on various aspects of leadership & organizational attributes that differentiate agile and resilient organizations, will be previewed to i4cp members in December and debut in early 2018.
- The i4cp 2018 Conference explores various aspects of organizational agility, and begins with a pre-event workshop on Enabling Agility with HRBPs and Workforce Planning that will also help you deliver on several of the insights listed below.
The analytics insights that provide the most strategic value
Agility requires the ability to make informed decisions; having the right human capital analytics in place - especially those tied to strategic workforce planning - can help ensure that your organization has the right talent and skills in place to execute the business strategy.
Data from i4cp’s new joint study with the ROI Institute on workforce analytics will be shared in December with i4cp’s Exchanges as we close out our People Analytics series.
Everyone is a recruiter, and everyone is a candidate
Attracting, developing, and retaining top talent is critical to be able to execute and adapt to new challenges and opportunities as they arise. i4cp’s latest research, Reimagining Talent Acquisition, revealed that high-performance organizations are:
- 3.5x more effective at sourcing internal talent to address business needs
- 4x more likely to measure diversity of hire
- 2x more likely to have talent acquisition professionals creating and executing programs that develop hiring managers and help them drive their talent strategies
Talent acquisition is a business challenge and executive search is struggling to adapt. One year ago, i4cp launched its Search Reimagined business aimed at providing our member organizations with an alternative to traditional sources. The results are positive! We invite you to learn more.
We will continue to research and reveal key findings on organizational agility over the coming months. The resources above are just the beginning.
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.