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needs of the global workforce.<\/p>\nStatus quo talent strategies no longer work for high performing organizations. Old models no longer work. It does not anymore meet the needs of the global workforce.<\/p>\n
HR Strategies<\/a> are out of step with the way work is conducted. Jobs that are structured around a 9 am to 5 pm Monday through Friday workweek is considered inconvenient and counterproductive. Training focuses narrowly on skill building not on aligning talent capabilities with strategic objectives. Career development does not reflect the needs to redefine advancement opportunities in the context of flatter, more flexible organizations. And Leadership Development<\/a> is not arming organizations anymore with decisive, experience, globally minded visionaries that are sorely needed.<\/p>\n In transitioning from the 20th century to the 21st century, a talent model<\/a> paradigm shift has evolved. Talent Models now need to be rethink to attract, engage, develop, and retain the right talent. Global Talent Innovation must be prioritized. Yet, many HR departments lack the capability and organizational clout to orchestrate the changes required. There is now a call for Chief Executive to rise above its limitations to be able to lead the change towards Global Talent Innovation.<\/p>\n Crafting a Global Talent Innovation<\/a> Approach is as challenging and complex as any other C-suite mandate. It can be tailored to meet a wide variety of short- and long-term talent challenges and scenarios. Companies can implement a short-term tactical intervention locally while building a platform for sustained talent advantage on a global basis.<\/p>\n The Global Talent Innovation Model moves companies beyond cookie-cutter best practices and standard tool kits. It is a road map for business leaders striving to understand and tackle global talent challenges. Nowadays, many companies are in crisis mode and are looking for ways to address and alleviate immediate pain points when it comes to talent innovation.<\/p>\n The 4 Pillars of Global Talent Innovation<\/a> serve as a platform upon which organizations can construct a relevant and robust Talent Model. Top management can optimize talent expenditure, enhance the productivity and performance of the workforce, and gain competitive advantages.<\/p>\n The Global Talent Innovation Model provides a template for building a culture that affirms and rewards critical talent. The 4 Pillars of Global Talent Innovation must be integrally linked. When undertaken the right way, the Global Talent Innovation Approach can enable companies to release their full innovative and productive potential. Companies just need to learn the approaches integral in each of the 4 Pillars to put the Global Talent Innovation Model in place.<\/p>\n Interested in gaining more understanding of Global Talent Innovation<\/a>? You can learn more and download an editable PowerPoint about Global Talent Innovation<\/strong> here<\/a>\u00a0on the Flevy documents marketplace<\/a>.<\/p>\n You can download in-depth presentations on this and hundreds of similar business frameworks from the FlevyPro Library<\/a>. FlevyPro<\/a> is trusted and utilized by 1000s of management consultants and corporate executives. Here’s what some have to say:<\/p>\n “My FlevyPro subscription provides me with the most popular frameworks and decks in demand in today\u2019s market. They not only augment my existing consulting and coaching offerings and delivery, but also keep me abreast of the latest trends, inspire new products and service offerings for my practice, and educate me in a fraction of the time and money of other solutions. I strongly recommend FlevyPro to any consultant serious about success.”<\/p>\n \u2013 Bill Branson, Founder at Strategic Business Architects<\/p>\n<\/blockquote>\n “As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value.”<\/p>\n \u2013 David Coloma, Consulting Area Manager at Cynertia Consulting<\/p>\n<\/blockquote>\n “As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant’s toolbox.”<\/p>\n \u2013 Michael Duff, Managing Director at Change Strategy (UK)<\/p>\n<\/blockquote>\n “FlevyPro has been a brilliant resource for me, as an independent growth consultant, to access a vast knowledge bank of presentations to support my work with clients. In terms of RoI, the value I received from the very first presentation I downloaded paid for my subscription many times over! The quality of the decks available allows me to punch way above my weight \u2013 it’s like having the resources of a Big 4 consultancy at your fingertips at a microscopic fraction of the overhead.”<\/p>\n \u2013 Roderick Cameron, Founding Partner at SGFE Ltd<\/p>\n<\/blockquote>\n “Several times a month, I browse FlevyPro for presentations relevant to the job challenge I have (I am a consultant). When the subject requires it, I explore further and buy from the Flevy Marketplace. On all occasions, I read them, analyze them. I take the most relevant and applicable ideas for my work; and, of course, all this translates to my and my clients’ benefits.”<\/p>\n \u2013 Omar Hern\u00e1n Montes Parra, CEO at Quantum SFE<\/p>\n<\/blockquote>\n","protected":false},"excerpt":{"rendered":" Status quo talent strategies no longer work for high performing organizations. Old models no longer work. It does not anymore meet the needs of the global workforce. HR Strategies are out of step with the way work is conducted. Jobs that are structured around a 9 am to 5 pm Monday through Friday workweek is… Global Talent Innovation Model \u2013 Going Beyond the Cookie-cutter Best Practices<\/span><\/a><\/p>\n","protected":false},"author":111,"featured_media":4835,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"neve_meta_sidebar":"","neve_meta_container":"","neve_meta_enable_content_width":"","neve_meta_content_width":0,"neve_meta_title_alignment":"","neve_meta_author_avatar":"","neve_post_elements_order":"","neve_meta_disable_header":"","neve_meta_disable_footer":"","neve_meta_disable_title":"","footnotes":""},"categories":[85],"tags":[1581,1582,1580],"class_list":["post-4830","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-organization","tag-4-pillars-of-global-talent-innovation","tag-global-talent-innovation-approach","tag-talent-model-paradigm-shift"],"_links":{"self":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4830","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/users\/111"}],"replies":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/comments?post=4830"}],"version-history":[{"count":10,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4830\/revisions"}],"predecessor-version":[{"id":8157,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/posts\/4830\/revisions\/8157"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media\/4835"}],"wp:attachment":[{"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/media?parent=4830"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/categories?post=4830"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/flevy.com\/blog\/wp-json\/wp\/v2\/tags?post=4830"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Discovering the Global Talent Innovation Approach<\/h2>\n
The 4 Pillars of Global Talent Innovation.<\/h2>\n
![\"\"](\"https:\/\/flevy.com\/blog\/wp-content\/uploads\/2019\/04\/slide-1-Global-Talent-Innovation-1024x768.png\")
<\/a><\/p>\n\n
\nDistinctive Capabilities<\/a> are collected skills, abilities, and expertise that enable a company to consistently out-execute the competition and capture share. It is a cross-functional body of knowledge, processes, and tools that distinguish a company in its competitive space.<\/li>\n
\nAccelerate Performance refers to processed and behaviors that are applied to manage performance. These are the rigors in which processes and behaviors are designed and conceived, and the degree to which they drive compensation, development, and promotion decisions.<\/li>\n
\nLeadership Development is a natural way to broadening the mix of people in senior executive positions. These are the qualities and requirements that define a world-class leader.<\/li>\n
\nA Talent Culture<\/a> is made up of values, beliefs, behaviors, and environment that is required to attract, engage, and retain committed and competent employees. A Talent Culture must be led from the top. It can be achieved and sustained only if it is hardwired into the company\u2019s processes.<\/li>\n<\/ol>\nDo You Find Value in This Framework?<\/h2>\n