🌟 Siemens' Innovative Skills-Based Approach to Learning

Siemens' "My Skills" platform is revolutionizing corporate learning by emphasizing a skills-based approach. This strategy aligns with the digital age's demands, preparing the workforce for today's challenges and future innovations. It highlights the importance of continuous, personalized learning, making it a beacon of innovation in professional development.

🔍 Why It's Game-Changing

🌐 The Bigger Picture

Siemens' commitment to skills-based learning is not just about internal growth but sets a precedent for the future of work. It demonstrates how integrating technology with a focus on skills development can drive organizational success and competitiveness.

🔗 Want to get started with the skills-based approach? Check out our checklist

#Skills #FutureOfWork #informedecisions

20 Strategies For Navigating Effective Succession Planning

Excited to share my contribution to "20 Strategies For Navigating Effective Succession Planning" with Forbes HR Council members. We explore essential succession planning strategies, focusing on a skills-based approach for robust organizational growth.

Understanding and implementing these strategies is key to future-proofing our teams. I look forward to your thoughts and insights.

Read here: https://www.forbes.com/sites/forbeshumanresourcescouncil/2024/02/02/20-strategies-for-navigating-eff...

#SuccessionPlanning #skills #informedecisions


A recent Forbes article titled "Developing A Leadership Pipeline: Plan Ahead Or Get Left Behind" outlines six effective strategies for creating a sustainable talent pipeline:

  1. Identify High-Potential Employees (HiPos): Recognize employees with strong work ethics and dedication to the organization's mission. Their potential for leadership roles is significant.
  2. Provide In-Depth Coaching: Regular, focused coaching sessions are essential. David B. Peterson, former executive at Google, emphasizes the importance of dedicating time for skill development aligned with future roles.
  3. Create Progressive Growth Opportunities: Particularly for younger employees, offer frequent feedback and promotion opportunities. For example, Ladders, Inc. revamped its promotion structure to offer more frequent advancements.
  4. Develop a Strong Succession Plan: Like Procter & Gamble, have ready replacements for key leadership roles to ensure continuity.
  5. Rotate Employees Through Diverse Roles: Expose HiPos to different departments and challenges, enhancing their skills and perspectives.
  6. Emphasize Inclusivity: A leadership pipeline should mirror the organization's diversity, offering equal opportunities for all, particularly those who have been historically marginalized.

These strategies not only foster a robust leadership pipeline but also position organizations as industry leaders in talent development and promotion from within.

See the link to the article in the 1st comment.

#skills #successionplanning #informdecisions