A New Talent Operating Model: Becoming an Agile and Learning Organization Through Internal Talent Mobility | Organizational Dynamics

Talent Development
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Internal mobility (IM)—the movement of employees across roles and work opportunities within an organization—plays a pivotal role in effective talent management. While technological advancements like internal talent marketplace platforms facilitate IM, organizations tend to disproportionately prioritize these tech elements, overlooking equally critical non-tech aspects. In this new article, Edie Goldberg, co-author of The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity, delves into the holistic components of IM. They include six core principles of an IM strategy, talent mobility metrics, and six questions leaders should ask about IM: 1) What are the current rules for sourcing for open positions? Do you look internally first? If so, for how long? 2) How will you conduct performance reviews in a project-based work environment where employees report to different project leaders on each project? 3) Should all opportunities be put on the talent mobility platform, or should managers withhold some for high-potential talent development? 4) How do you promote people in a project-based work system? Do titles matter? 5) How do you move from paying for jobs to paying for skills or should you do this at all? 6) How do you recognize and reward managers for sharing talent across boundaries? The answers to these questions will inform various aspects of an organization’s IM philosophy, guidelines, tech requirements, and practices. As a bonus, I’m resharing my one-page editable template to help identify and mitigate non-technological IM barriers within an organization.