Identity-Based Management changes everything an organization does — for the better. Over the next few weeks, we’re going to be posting checklists for each stage of the talent cycle, from recruitment to succession. And we’re going to demonstrate how identity-based thinking will streamline and strengthen your organization every step of the way.
As Robert Reiss, CEO of The CEO Forum Group said recently, “Identity-based management has the potential to be a revolution in management thinking.”
Here’s what we plan to demonstrate over this series of articles:
With identity-based management of your talent lifecycle:
- You will get the talent best-suited for your organization. They will be attracted for all the right reasons.
- You will be able to compete for that talent and succeed.
- And then, with identity-based onboarding, you will know how to confirm to your precious new talent that they have made the right choice and get them off on a sure footing.
- Over the long haul, you will know how to nurture your talent so that their engagement always remains high.
- From that talent pool you will be able to identify and develop your future leaders.
- And ultimately, with their profound understanding of the identity of the organization, your Board will know how to identify new top leadership and make sure they lead within the organization’s identity, so that this virtuous, self-reinforcing, process never ends.
We’ll be offering checklists wherever appropriate, so you can begin to internalize identity-based thinking into your talent lifecycle.