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CIO Business World spotlights visionary HR and talent management leaders who are redefining the workplace in 2025. From Ignacio Bonasa's innovative approach to leadership and personal growth through art to in-depth discussions on rethinking learning and development strategies, this issue offers a comprehensive look at the individuals and ideas driving the future of work.
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Vol 04 | Issue 04 | 2025 Most Influtial Talt MANAGEMENT LEADERS Shaping the Future of work in 2025 Most Influtial Talt MANAGEMENT LEADERS Shaping the Future of work in 2025 In Focus Measuring the Real Impact of Talent Management In Focus Rethinking Learning & Development in Talent Strategy Ignacio Bonasa founder Liderarte Learning Through Art: Learning Through Art: Ignacio B’s B’s Ignacio www.ciobusinessworld.com Revolu?onary Approach to Leadership and Personal Growth
From the Editor’s desk Talent Management Leaders In the ever-evolving corporate landscape, where innovation and strategy dictate success, there exists a group of leaders whose contributions often go unnoticed. They do not make headlines like CEOs or disrupt industries like tech visionaries, yet their impact is felt at every level of an organization. These are the talent management leaders—the architects of thriving workplaces, the cultivators of future leaders, and the driving force behind employee engagement and retention. traditional incentives alone. Job seekers and employees alike prioritize purpose, flexibility, and inclusivity. Talent management leaders are at the forefront of these cultural shifts, implementing policies that promote diversity, equity, and work-life balance. Their efforts result in workplaces that attract top talent and, more importantly, retain them. Beyond their internal influence, these leaders play a crucial role in business resilience. The COVID-19 pandemic, the rise of remote work, and the integration of artificial intelligence in HR processes have all posed unprecedented challenges. Yet, time and again, talent management leaders have demonstrated agility, adapting strategies to ensure businesses remain productive while supporting employee well-being. Their ability to balance human-centric leadership with data-driven decision-making makes them indispensable in today’s digital era. Their role extends far beyond hiring and managing employees. They shape careers, build inclusive cultures, and ensure that businesses remain competitive in an era of rapid change. While organizations invest heavily in technology and infrastructure, the real differentiator remains human capital. And it is these leaders who nurture that capital, turning individuals into high- performing teams and teams into the backbone of corporate success. As organizations continue to navigate uncertainty, the importance of talent management leadership cannot be overstated. The companies that recognize and empower these professionals will be the ones that build sustainable, innovative, and people-centric workplaces. In a world obsessed with financial metrics and technological advancements, it is time to acknowledge that the most valuable investment any company can make is in its people—and those who lead them. What sets exceptional talent management leaders apart is their ability to recognize and harness potential. They see beyond resumes and job titles, understanding that true value lies in growth and adaptability. Through strategic workforce planning, continuous learning initiatives, and leadership development programs, they not only prepare employees for today’s demands but also equip them for the challenges of tomorrow. Their foresight ensures that businesses do not just survive but thrive in an increasingly competitive landscape. Talent management leaders may not always be in the spotlight, but their contributions are the foundation upon which successful organizations are built. It is high time that businesses, industry leaders, and the corporate world at large recognize them not as support functions, but as the true architects of growth, resilience, and long-term success. Equally significant is their role in shaping workplace culture. In an age where employee expectations have shifted dramatically, organizations can no longer rely on
From the Editor’s desk Talent Management Leaders In the ever-evolving corporate landscape, where innovation and strategy dictate success, there exists a group of leaders whose contributions often go unnoticed. They do not make headlines like CEOs or disrupt industries like tech visionaries, yet their impact is felt at every level of an organization. These are the talent management leaders—the architects of thriving workplaces, the cultivators of future leaders, and the driving force behind employee engagement and retention. traditional incentives alone. Job seekers and employees alike prioritize purpose, flexibility, and inclusivity. Talent management leaders are at the forefront of these cultural shifts, implementing policies that promote diversity, equity, and work-life balance. Their efforts result in workplaces that attract top talent and, more importantly, retain them. Beyond their internal influence, these leaders play a crucial role in business resilience. The COVID-19 pandemic, the rise of remote work, and the integration of artificial intelligence in HR processes have all posed unprecedented challenges. Yet, time and again, talent management leaders have demonstrated agility, adapting strategies to ensure businesses remain productive while supporting employee well-being. Their ability to balance human-centric leadership with data-driven decision-making makes them indispensable in today’s digital era. Their role extends far beyond hiring and managing employees. They shape careers, build inclusive cultures, and ensure that businesses remain competitive in an era of rapid change. While organizations invest heavily in technology and infrastructure, the real differentiator remains human capital. And it is these leaders who nurture that capital, turning individuals into high- performing teams and teams into the backbone of corporate success. As organizations continue to navigate uncertainty, the importance of talent management leadership cannot be overstated. The companies that recognize and empower these professionals will be the ones that build sustainable, innovative, and people-centric workplaces. In a world obsessed with financial metrics and technological advancements, it is time to acknowledge that the most valuable investment any company can make is in its people—and those who lead them. What sets exceptional talent management leaders apart is their ability to recognize and harness potential. They see beyond resumes and job titles, understanding that true value lies in growth and adaptability. Through strategic workforce planning, continuous learning initiatives, and leadership development programs, they not only prepare employees for today’s demands but also equip them for the challenges of tomorrow. Their foresight ensures that businesses do not just survive but thrive in an increasingly competitive landscape. Talent management leaders may not always be in the spotlight, but their contributions are the foundation upon which successful organizations are built. It is high time that businesses, industry leaders, and the corporate world at large recognize them not as support functions, but as the true architects of growth, resilience, and long-term success. Equally significant is their role in shaping workplace culture. In an age where employee expectations have shifted dramatically, organizations can no longer rely on
C o v e r S t o r y P r o f i l e s 10 18 The Intergenerational Workplace From Crisis to Opportunity Learning Through Art: Ignacio Bonasa's Revoluonary Approach to Leadership and Personal Growth 22 Paul Michael Gledhil: A Trailblazer in HR Innovation and Entrepreneurship 30 Prasanth Edassari: Navigating HR Leadership in the Shipping & Logistics Industry A r t i c l e s 38 Robin Hirsch Everhart: Strategic HR Executive Driving Transformation and Culture Change 26 34 Measuring the Real Impact of Talent Management Rethinking Learning & Development in Talent Strategy
C o v e r S t o r y P r o f i l e s 10 18 The Intergenerational Workplace From Crisis to Opportunity Learning Through Art: Ignacio Bonasa's Revoluonary Approach to Leadership and Personal Growth 22 Paul Michael Gledhil: A Trailblazer in HR Innovation and Entrepreneurship 30 Prasanth Edassari: Navigating HR Leadership in the Shipping & Logistics Industry A r t i c l e s 38 Robin Hirsch Everhart: Strategic HR Executive Driving Transformation and Culture Change 26 34 Measuring the Real Impact of Talent Management Rethinking Learning & Development in Talent Strategy
Cover Story Learning Through Art: Ignacio B’s Revolu?onary Approach to Leadership and Personal Growth “ Ignacio Bonasa founder Liderarte “ Resetéate is the spark that ignites change, and Dale la vuelta a la tor?lla is the daily a?tude to sustain it.. I leadership and personal development by placing art and emotions at their core. His mission is clear: to transform lives and organizations through creativity and human connection. n a world where corporate training often feels mechanical, Ignacio Bonasa has pioneered an approach that is anything but conventional. As the founder of Liderarte, the creator of Dale la vuelta a la tortilla, and the visionary behind the Resetéate experience, Bonasa has redefined Bonasa is not just an expert in well-being and happiness; he is a "reseteologist," a consciousness awakener, and an emotion provocateur. His method employs performing arts, music, painting, poetry, and other creative expressions to unlock hidden potential in individuals and teams. Learning through Art is not a passing trend but a revolution that is reshaping the way talent is nurtured and leadership is cultivated in the corporate world. www.ciobusinessworld.com www.ciobusinessworld.com 10 | April 11 | April
Cover Story Learning Through Art: Ignacio B’s Revolu?onary Approach to Leadership and Personal Growth “ Ignacio Bonasa founder Liderarte “ Resetéate is the spark that ignites change, and Dale la vuelta a la tor?lla is the daily a?tude to sustain it.. I leadership and personal development by placing art and emotions at their core. His mission is clear: to transform lives and organizations through creativity and human connection. n a world where corporate training often feels mechanical, Ignacio Bonasa has pioneered an approach that is anything but conventional. As the founder of Liderarte, the creator of Dale la vuelta a la tortilla, and the visionary behind the Resetéate experience, Bonasa has redefined Bonasa is not just an expert in well-being and happiness; he is a "reseteologist," a consciousness awakener, and an emotion provocateur. His method employs performing arts, music, painting, poetry, and other creative expressions to unlock hidden potential in individuals and teams. Learning through Art is not a passing trend but a revolution that is reshaping the way talent is nurtured and leadership is cultivated in the corporate world. www.ciobusinessworld.com www.ciobusinessworld.com 10 | April 11 | April
Cover Story The Power of Learning Through Art Rather than being passive spectators, participants become the protagonists of their learning journeys. They engage in activities that require them to feel, express, and integrate the lessons into both their professional and personal lives. This hands-on approach ensures that the impact extends far beyond the training room. Bonasa believes that Learning through Art is more necessary than ever for personal and organizational growth. In today’s information-driven world, people are overloaded with data but often disconnected from their emotions. Art serves as the missing link, bridging the gap between knowledge and human experience. The Measurable Impact of Emotion-Driven Learning In Resetéate sessions, participants frequently arrive feeling unmotivated, creatively blocked, and disconnected. Through immersive artistic and emotional experiences, they regain their sense of creativity, confidence, and enthusiasm. Art has the unique ability to turn passive learning into something lived and deeply felt, ensuring that the lessons leave a lasting impact. Some may argue that artistic learning is more emotional than strategic, but Bonasa sees it as both. The methodology delivers tangible and measurable results within organizations. Leaders develop a greater ability to inspire and mobilize their teams, creativity flourishes, and teams become more cohesive and adaptable. The impact can be seen in multiple dimensions: The Liderarte Approach to Artistic Learning • • • Leadership becomes more human and authentic Teams develop resilience and adaptability Innovation thrives as individuals feel empowered to think differently Emotional well-being improves due to the cathartic nature of artistic expression At Liderarte, Bonasa and his team challenge conventional training methods by introducing unexpected elements. Instead of the typical slide presentations, participants find themselves stepping onto a stage to play a character or standing before a blank canvas to express their team’s vision. “ don’t just think differently— you • Traditional learning primarily engages the mind, but Learning through Art reaches the head, heart, and hands. It fosters a holistic transformation where participants not only think differently but also feel and act differently. Each Resetéate or Dale la vuelta a la tortilla experience is tailored to the specific needs of the organization. Whether leadership development through orchestral conducting, change management through opera, or resilience training via collective artwork, every session is designed to be unique and transformative. Transformational Feedback from Participants Participants often describe their experiences with Liderarte as life-changing. A common sentiment is that Resetéate is not just another training session; it is a defining moment in their personal and professional journeys. Tradi?onal learning impacts the head. Learning through Art impacts the head, heart, and hands. Because you One particularly moving testimonial came from an individual who, with tears in their eyes, admitted, "Today, I gave myself permission to be myself again." Stories like these demonstrate that the methodology is not about entertainment but about genuine transformation. feel and act differently.“ Teams emerge from these experiences with renewed energy, a stronger sense of unity, and a deeper connection with their work and colleagues. The impact goes beyond motivation; it changes the way people see themselves and their roles within their organizations. www.ciobusinessworld.com www.ciobusinessworld.com 12 | April 13 | April
Cover Story The Power of Learning Through Art Rather than being passive spectators, participants become the protagonists of their learning journeys. They engage in activities that require them to feel, express, and integrate the lessons into both their professional and personal lives. This hands-on approach ensures that the impact extends far beyond the training room. Bonasa believes that Learning through Art is more necessary than ever for personal and organizational growth. In today’s information-driven world, people are overloaded with data but often disconnected from their emotions. Art serves as the missing link, bridging the gap between knowledge and human experience. The Measurable Impact of Emotion-Driven Learning In Resetéate sessions, participants frequently arrive feeling unmotivated, creatively blocked, and disconnected. Through immersive artistic and emotional experiences, they regain their sense of creativity, confidence, and enthusiasm. Art has the unique ability to turn passive learning into something lived and deeply felt, ensuring that the lessons leave a lasting impact. Some may argue that artistic learning is more emotional than strategic, but Bonasa sees it as both. The methodology delivers tangible and measurable results within organizations. Leaders develop a greater ability to inspire and mobilize their teams, creativity flourishes, and teams become more cohesive and adaptable. The impact can be seen in multiple dimensions: The Liderarte Approach to Artistic Learning • • • Leadership becomes more human and authentic Teams develop resilience and adaptability Innovation thrives as individuals feel empowered to think differently Emotional well-being improves due to the cathartic nature of artistic expression At Liderarte, Bonasa and his team challenge conventional training methods by introducing unexpected elements. Instead of the typical slide presentations, participants find themselves stepping onto a stage to play a character or standing before a blank canvas to express their team’s vision. “ don’t just think differently— you • Traditional learning primarily engages the mind, but Learning through Art reaches the head, heart, and hands. It fosters a holistic transformation where participants not only think differently but also feel and act differently. Each Resetéate or Dale la vuelta a la tortilla experience is tailored to the specific needs of the organization. Whether leadership development through orchestral conducting, change management through opera, or resilience training via collective artwork, every session is designed to be unique and transformative. Transformational Feedback from Participants Participants often describe their experiences with Liderarte as life-changing. A common sentiment is that Resetéate is not just another training session; it is a defining moment in their personal and professional journeys. Tradi?onal learning impacts the head. Learning through Art impacts the head, heart, and hands. Because you One particularly moving testimonial came from an individual who, with tears in their eyes, admitted, "Today, I gave myself permission to be myself again." Stories like these demonstrate that the methodology is not about entertainment but about genuine transformation. feel and act differently.“ Teams emerge from these experiences with renewed energy, a stronger sense of unity, and a deeper connection with their work and colleagues. The impact goes beyond motivation; it changes the way people see themselves and their roles within their organizations. www.ciobusinessworld.com www.ciobusinessworld.com 12 | April 13 | April
Ignacio B Overcoming Barriers and Misconceptions in learning, leadership, work culture, and human relationships. Resetéate sparks the initial change, while Dale la vuelta a la tortilla provides the ongoing motivation to sustain it. Despite its effectiveness, Learning through Art faces some resistance in the corporate world. The first barrier is the fear of the unknown. Many executives initially perceive art as merely decorative or playful rather than a strategic development tool. Some worry that their teams will view the experience as a game rather than a valuable learning opportunity. However, once they experience the methodology firsthand, their perceptions shift dramatically. The philosophy encourages individuals and organizations to take ownership of their growth, to abandon limiting beliefs, and to embrace new ways of thinking and leading. Change is not a one-time event but a continuous journey that requires commitment and action. Developing Essential Skills Through Art Another challenge is the tendency towards short- term thinking. Many organizations seek immediate results, but true transformation takes time. Learning through Art is not a quick fix; it is a profound and lasting change that requires commitment and openness. This is where Dale la vuelta a la tortilla comes in, challenging organizations to embrace new ways of thinking, unlearning outdated methods, and fostering sustainable growth. In today’s fast-changing world, leaders and teams need to cultivate essential skills: • The ability to conduct and coordinate like an orchestra leader Creativity and innovation in an unpredictable environment Authentic and emotionally intelligent communication Adaptability in the face of uncertainty Collaboration built on trust and empathy • • • • Resetéate: The Gateway to Change Resetéate serves as the entry point to this transformative journey. It is an emotional, artistic, and experiential process designed to help individuals break free from autopilot mode and reconnect with their inner creativity and emotions. Art is the ideal medium for honing these skills. Through artistic expression, individuals engage in real-life simulations that challenge them to develop their emotional intelligence, resilience, and creative problem- solving abilities. A Transformational Success Story By relieving the burden of routine, information overload, and the fear of failure, participants rediscover their innate ability to lead and innovate. More than just a workshop, Resetéate acts as a catalyst for change, igniting a renewed sense of purpose and action. One of the most remarkable transformations Bonasa witnessed involved a leadership team in a major technology company struggling with low morale and creative stagnation. Instead of implementing a conventional training program, Liderarte designed an immersive theatrical and musical experience where leaders confronted their fears on stage, practiced improvisation, and created a collaborative performance. Its success stems from its ability to reintroduce the fundamentals of leadership and teamwork: emotion, creativity, and action. These elements, often overlooked in traditional corporate settings, are precisely what modern workplaces need most. The outcome was extraordinary. The team developed newfound confidence, communicated more openly, and embraced a more empathetic and courageous leadership style. Within months, the company experienced increased productivity and a significant reduction in internal conflicts. The change was not superficial; it was deep and lasting, achieved through the power of art and emotion. Dale la vuelta a la tortilla: A Philosophy of Transformation More than just a program, Dale la vuelta a la tortilla is a mindset. It challenges the status quo www.ciobusinessworld.com www.ciobusinessworld.com 14 | April 15 | April
Ignacio B Overcoming Barriers and Misconceptions in learning, leadership, work culture, and human relationships. Resetéate sparks the initial change, while Dale la vuelta a la tortilla provides the ongoing motivation to sustain it. Despite its effectiveness, Learning through Art faces some resistance in the corporate world. The first barrier is the fear of the unknown. Many executives initially perceive art as merely decorative or playful rather than a strategic development tool. Some worry that their teams will view the experience as a game rather than a valuable learning opportunity. However, once they experience the methodology firsthand, their perceptions shift dramatically. The philosophy encourages individuals and organizations to take ownership of their growth, to abandon limiting beliefs, and to embrace new ways of thinking and leading. Change is not a one-time event but a continuous journey that requires commitment and action. Developing Essential Skills Through Art Another challenge is the tendency towards short- term thinking. Many organizations seek immediate results, but true transformation takes time. Learning through Art is not a quick fix; it is a profound and lasting change that requires commitment and openness. This is where Dale la vuelta a la tortilla comes in, challenging organizations to embrace new ways of thinking, unlearning outdated methods, and fostering sustainable growth. In today’s fast-changing world, leaders and teams need to cultivate essential skills: • The ability to conduct and coordinate like an orchestra leader Creativity and innovation in an unpredictable environment Authentic and emotionally intelligent communication Adaptability in the face of uncertainty Collaboration built on trust and empathy • • • • Resetéate: The Gateway to Change Resetéate serves as the entry point to this transformative journey. It is an emotional, artistic, and experiential process designed to help individuals break free from autopilot mode and reconnect with their inner creativity and emotions. Art is the ideal medium for honing these skills. Through artistic expression, individuals engage in real-life simulations that challenge them to develop their emotional intelligence, resilience, and creative problem- solving abilities. A Transformational Success Story By relieving the burden of routine, information overload, and the fear of failure, participants rediscover their innate ability to lead and innovate. More than just a workshop, Resetéate acts as a catalyst for change, igniting a renewed sense of purpose and action. One of the most remarkable transformations Bonasa witnessed involved a leadership team in a major technology company struggling with low morale and creative stagnation. Instead of implementing a conventional training program, Liderarte designed an immersive theatrical and musical experience where leaders confronted their fears on stage, practiced improvisation, and created a collaborative performance. Its success stems from its ability to reintroduce the fundamentals of leadership and teamwork: emotion, creativity, and action. These elements, often overlooked in traditional corporate settings, are precisely what modern workplaces need most. The outcome was extraordinary. The team developed newfound confidence, communicated more openly, and embraced a more empathetic and courageous leadership style. Within months, the company experienced increased productivity and a significant reduction in internal conflicts. The change was not superficial; it was deep and lasting, achieved through the power of art and emotion. Dale la vuelta a la tortilla: A Philosophy of Transformation More than just a program, Dale la vuelta a la tortilla is a mindset. It challenges the status quo www.ciobusinessworld.com www.ciobusinessworld.com 14 | April 15 | April
A Message to the Skeptics For those hesitant to embrace this unconventional methodology, Bonasa has a simple yet powerful message: If you want your team to keep functioning as they always have, stick with traditional training. But if you want them to truly grow and transform, let them experience learning in a way that moves them. A Vision for the Future Bonasa’s dream is to see Learning through Art become the norm rather than the exception. He envisions a future where schools, companies, and universities integrate art into their educational and leadership development programs. Training should not be limited to the intellect alone; it should engage emotion, creativity, and action. Only through experiential learning can true transformation occur. What does not move you emotionally will not change you, and what is not lived will soon be forgotten. Embracing the Art of Transformation Ignacio Bonasa is spearheading a silent revolution that places art and emotions at the heart of learning and leadership. Through Resetéate and Dale la vuelta a la tortilla, he is redefining how individuals, teams, and organizations approach growth and development. The question remains: Are you ready to lead with emotion instead of routine? Are you prepared to reset yourself, embrace creativity, and transform the way you work and lead? Live the experience. Flip the tortilla. Embrace the art. Embrace transformation. www.ciobusinessworld.com 16 | April
A Message to the Skeptics For those hesitant to embrace this unconventional methodology, Bonasa has a simple yet powerful message: If you want your team to keep functioning as they always have, stick with traditional training. But if you want them to truly grow and transform, let them experience learning in a way that moves them. A Vision for the Future Bonasa’s dream is to see Learning through Art become the norm rather than the exception. He envisions a future where schools, companies, and universities integrate art into their educational and leadership development programs. Training should not be limited to the intellect alone; it should engage emotion, creativity, and action. Only through experiential learning can true transformation occur. What does not move you emotionally will not change you, and what is not lived will soon be forgotten. Embracing the Art of Transformation Ignacio Bonasa is spearheading a silent revolution that places art and emotions at the heart of learning and leadership. Through Resetéate and Dale la vuelta a la tortilla, he is redefining how individuals, teams, and organizations approach growth and development. The question remains: Are you ready to lead with emotion instead of routine? Are you prepared to reset yourself, embrace creativity, and transform the way you work and lead? Live the experience. Flip the tortilla. Embrace the art. Embrace transformation. www.ciobusinessworld.com 16 | April
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Measuring the Real Impact of TALENT Management Talent management plays a critical role in the long-term success of any organization. Effective talent management ensures that a company attracts, develops, and retains high-performing employees, fostering a culture of growth and innovation. However, measuring the real impact of talent management can be complex, as it requires evaluating both qualitative and quantitative factors. The ability to assess the return on investment (ROI) in talent management not only helps in optimizing strategies but also demonstrates the value it brings to the organization. The Importance of Talent Management Talent management encompasses a wide range of practices, including recruitment, onboarding, training, leadership development, succession planning, and employee retention. By aligning talent with organizational goals and creating opportunities for professional growth, companies are more likely to retain top talent and increase employee satisfaction. This can lead to better overall performance, a more engaged workforce, and a competitive advantage in the market. However, while organizations often spend considerable time and resources on talent management, the challenge remains in quantifying its impact. To determine whether talent management practices are achieving the desired outcomes, it’s important to have clear metrics and frameworks in place. Quantitative Metrics: Employee Performance and Productivity One of the most straightforward ways to measure the impact of talent management is through employee performance and productivity. These www.ciobusinessworld.com www.ciobusinessworld.com 26 | April 27 | April
Measuring the Real Impact of TALENT Management Talent management plays a critical role in the long-term success of any organization. Effective talent management ensures that a company attracts, develops, and retains high-performing employees, fostering a culture of growth and innovation. However, measuring the real impact of talent management can be complex, as it requires evaluating both qualitative and quantitative factors. The ability to assess the return on investment (ROI) in talent management not only helps in optimizing strategies but also demonstrates the value it brings to the organization. The Importance of Talent Management Talent management encompasses a wide range of practices, including recruitment, onboarding, training, leadership development, succession planning, and employee retention. By aligning talent with organizational goals and creating opportunities for professional growth, companies are more likely to retain top talent and increase employee satisfaction. This can lead to better overall performance, a more engaged workforce, and a competitive advantage in the market. However, while organizations often spend considerable time and resources on talent management, the challenge remains in quantifying its impact. To determine whether talent management practices are achieving the desired outcomes, it’s important to have clear metrics and frameworks in place. Quantitative Metrics: Employee Performance and Productivity One of the most straightforward ways to measure the impact of talent management is through employee performance and productivity. These www.ciobusinessworld.com www.ciobusinessworld.com 26 | April 27 | April
Leadership development programs are a critical aspect of talent management. By identifying and nurturing high- potential employees, organizations prepare the next generation of leaders, ensuring continuity and stability. The impact of these programs can be measured by tracking the progression of participants through the organization and assessing their leadership effectiveness. metrics can be tracked using performance management systems that assess the quality and quantity of work completed by employees. High-performing employees who benefit from effective talent management will typically demonstrate increased efficiency and innovation, which ultimately contributes to the organization's bottom line. To measure the link between talent management and productivity, organizations can track key performance indicators (KPIs) such as sales numbers, revenue growth, customer satisfaction, and product development timelines. By monitoring these metrics before and after implementing talent management strategies, companies can gauge the success of their programs. Succession planning, a key component of leadership development, involves preparing for key roles within the organization by identifying and training potential successors. The success of succession planning can be measured by how well leadership transitions are managed and how effectively new leaders perform in their roles. Successful transitions are often marked by minimal disruption and continued organizational growth. Employee Engagement and Satisfaction Return on Investment (ROI) Employee engagement is another critical measure of the effectiveness of talent management. Engaged employees are more likely to be productive, motivated, and committed to the company. Talent management initiatives such as leadership development programs, training, and career growth opportunities directly influence engagement levels. Finally, the ultimate goal of any talent management program is to achieve a strong return on investment (ROI). To calculate ROI, organizations can compare the costs of implementing talent management initiatives with the business outcomes achieved as a result. This includes evaluating factors such as increased revenue, reduced turnover costs, improved customer satisfaction, and enhanced employee performance. Surveys and feedback tools are commonly used to measure engagement. Tools like Gallup’s Q12 or custom internal surveys help organizations track employee satisfaction levels and identify areas for improvement. Engaged employees tend to stay longer at their jobs, reducing turnover and the costs associated with recruitment and training new hires. To calculate ROI, organizations should consider both direct financial returns and indirect benefits such as improved workplace culture, enhanced employer branding, and long- term sustainability. By calculating the ROI of talent management, companies can better justify their investments and refine their strategies for maximum impact. Retention Rates and Turnover Costs Employee retention is often considered one of the clearest indicators of effective talent management. When employees are satisfied with their roles and feel they have opportunities for growth, they are more likely to remain with the company. High turnover rates, on the other hand, signal that the organization may be failing in areas such as career development, leadership, or compensation. Conclusion Measuring the real impact of talent management is crucial for organizations looking to optimize their human capital investments. By using a combination of quantitative and qualitative metrics such as employee performance, engagement, retention, and ROI, businesses can assess the effectiveness of their talent management strategies. Regular measurement ensures that talent management efforts are aligned with organizational goals and contributes to long- term success. With the right tools and frameworks, organizations can demonstrate the value of talent management and create a more sustainable, productive, and engaged workforce. Organizations can track retention rates over time and compare them with industry averages to gauge the success of their talent management initiatives. Moreover, analyzing turnover costs—including recruitment, onboarding, and lost productivity—can provide a tangible measure of the financial impact of talent management. Leadership Development and Succession Planning www.ciobusinessworld.com 28 | April
Leadership development programs are a critical aspect of talent management. By identifying and nurturing high- potential employees, organizations prepare the next generation of leaders, ensuring continuity and stability. The impact of these programs can be measured by tracking the progression of participants through the organization and assessing their leadership effectiveness. metrics can be tracked using performance management systems that assess the quality and quantity of work completed by employees. High-performing employees who benefit from effective talent management will typically demonstrate increased efficiency and innovation, which ultimately contributes to the organization's bottom line. To measure the link between talent management and productivity, organizations can track key performance indicators (KPIs) such as sales numbers, revenue growth, customer satisfaction, and product development timelines. By monitoring these metrics before and after implementing talent management strategies, companies can gauge the success of their programs. Succession planning, a key component of leadership development, involves preparing for key roles within the organization by identifying and training potential successors. The success of succession planning can be measured by how well leadership transitions are managed and how effectively new leaders perform in their roles. Successful transitions are often marked by minimal disruption and continued organizational growth. Employee Engagement and Satisfaction Return on Investment (ROI) Employee engagement is another critical measure of the effectiveness of talent management. Engaged employees are more likely to be productive, motivated, and committed to the company. Talent management initiatives such as leadership development programs, training, and career growth opportunities directly influence engagement levels. Finally, the ultimate goal of any talent management program is to achieve a strong return on investment (ROI). To calculate ROI, organizations can compare the costs of implementing talent management initiatives with the business outcomes achieved as a result. This includes evaluating factors such as increased revenue, reduced turnover costs, improved customer satisfaction, and enhanced employee performance. Surveys and feedback tools are commonly used to measure engagement. Tools like Gallup’s Q12 or custom internal surveys help organizations track employee satisfaction levels and identify areas for improvement. Engaged employees tend to stay longer at their jobs, reducing turnover and the costs associated with recruitment and training new hires. To calculate ROI, organizations should consider both direct financial returns and indirect benefits such as improved workplace culture, enhanced employer branding, and long- term sustainability. By calculating the ROI of talent management, companies can better justify their investments and refine their strategies for maximum impact. Retention Rates and Turnover Costs Employee retention is often considered one of the clearest indicators of effective talent management. When employees are satisfied with their roles and feel they have opportunities for growth, they are more likely to remain with the company. High turnover rates, on the other hand, signal that the organization may be failing in areas such as career development, leadership, or compensation. Conclusion Measuring the real impact of talent management is crucial for organizations looking to optimize their human capital investments. By using a combination of quantitative and qualitative metrics such as employee performance, engagement, retention, and ROI, businesses can assess the effectiveness of their talent management strategies. Regular measurement ensures that talent management efforts are aligned with organizational goals and contributes to long- term success. With the right tools and frameworks, organizations can demonstrate the value of talent management and create a more sustainable, productive, and engaged workforce. Organizations can track retention rates over time and compare them with industry averages to gauge the success of their talent management initiatives. Moreover, analyzing turnover costs—including recruitment, onboarding, and lost productivity—can provide a tangible measure of the financial impact of talent management. Leadership Development and Succession Planning www.ciobusinessworld.com 28 | April
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www.ciobusinessworld.com www.ciobusinessworld.com 32 | April 33 | April
Rethinking Learning & Development in Talent Strategy In today’s fast-paced and constantly evolving business environment, organizations must remain agile and adaptive to stay competitive. One of the most significant ways companies can foster innovation, improve employee performance, and drive growth is through strategic learning and development (L&D). However, to truly maximize the impact of L&D, organizations need to rethink their approach, ensuring that learning is integrated into the broader talent strategy and aligned with organizational goals. Rethinking L&D in this context is crucial not only for improving employee skill sets but also for creating a culture that supports continuous growth and adaptability. The Changing Landscape of Work The nature of work has shifted dramatically in recent years, driven by technological advancements, globalization, and shifting employee expectations. Traditional models of learning, which relied heavily on classroom-based training or one-time workshops, are no longer sufficient to meet the demands of today’s workforce. Instead, organizations must embrace a more flexible, personalized, and continuous learning approach that is integrated into the workflow. Employees now expect more from their learning experiences. With the rise of digital tools, access to online courses, and the gig economy, employees are taking charge of their own career development. The challenge for organizations is not just to provide learning opportunities but to ensure that these opportunities are relevant, accessible, and aligned with both the individual’s career goals and the company’s strategic objectives. Aligning Learning & Development with Talent Strategy To make L&D an integral part of a talent strategy, organizations need to ensure that it is not siloed or treated as a standalone function. Instead, it should be seamlessly woven into the fabric of talent www.ciobusinessworld.com www.ciobusinessworld.com 34 | April 35 | April
Rethinking Learning & Development in Talent Strategy In today’s fast-paced and constantly evolving business environment, organizations must remain agile and adaptive to stay competitive. One of the most significant ways companies can foster innovation, improve employee performance, and drive growth is through strategic learning and development (L&D). However, to truly maximize the impact of L&D, organizations need to rethink their approach, ensuring that learning is integrated into the broader talent strategy and aligned with organizational goals. Rethinking L&D in this context is crucial not only for improving employee skill sets but also for creating a culture that supports continuous growth and adaptability. The Changing Landscape of Work The nature of work has shifted dramatically in recent years, driven by technological advancements, globalization, and shifting employee expectations. Traditional models of learning, which relied heavily on classroom-based training or one-time workshops, are no longer sufficient to meet the demands of today’s workforce. Instead, organizations must embrace a more flexible, personalized, and continuous learning approach that is integrated into the workflow. Employees now expect more from their learning experiences. With the rise of digital tools, access to online courses, and the gig economy, employees are taking charge of their own career development. The challenge for organizations is not just to provide learning opportunities but to ensure that these opportunities are relevant, accessible, and aligned with both the individual’s career goals and the company’s strategic objectives. Aligning Learning & Development with Talent Strategy To make L&D an integral part of a talent strategy, organizations need to ensure that it is not siloed or treated as a standalone function. Instead, it should be seamlessly woven into the fabric of talent www.ciobusinessworld.com www.ciobusinessworld.com 34 | April 35 | April
management, from recruitment to performance management and succession planning. This integration allows for a more holistic approach to developing talent, ensuring that employees not only grow their skills but are also prepared to take on higher-level roles and contribute to the company’s success. other. Social learning fosters a culture of knowledge exchange, where learning is not just top-down but also peer-to-peer. This collaborative environment encourages employees to take ownership of their development and leverage the collective expertise within the organization. Personalizing Learning Experiences One of the first steps in aligning L&D with talent strategy is to clearly define the organization’s strategic goals and identify the skills required to achieve them. This can be achieved through a skills gap analysis that compares the current workforce’s capabilities to the future needs of the business. By understanding these gaps, organizations can design targeted learning programs that bridge them, ensuring that their talent pool is always ready to meet changing demands. Every employee has a unique learning style and career path. As such, a “one-size-fits-all” approach to L&D is no longer effective. Personalization is key to driving engagement and ensuring that learning is relevant and impactful. By leveraging data and technology, organizations can provide customized learning experiences that cater to individual needs, preferences, and goals. Learning management systems (LMS) that incorporate artificial intelligence (AI) can track an employee’s progress, identify skill gaps, and recommend personalized content. Additionally, personalized learning journeys can help employees map out a path for their professional development, ensuring that learning is aligned with their ambitions and the organization’s talent pipeline. This approach helps employees feel more empowered in their career progression and fosters a sense of ownership over their development. Additionally, incorporating L&D into talent strategy involves recognizing the importance of learning in employee engagement and retention. According to recent studies, employees who feel they have access to opportunities for growth are more likely to stay with an organization. Therefore, offering tailored learning experiences that are aligned with employees’ career aspirations not only enhances their skills but also boosts morale and loyalty. The Shift to Continuous Learning Measuring the Impact of Learning & Development To truly understand the value of L&D in the context of talent strategy, organizations must have robust mechanisms in place to measure its effectiveness. Traditional metrics, such as completion rates or satisfaction surveys, provide limited insights into how well learning initiatives are contributing to organizational outcomes. Instead, businesses should focus on more meaningful metrics that tie learning to performance improvements, employee engagement, and business results. One of the most significant trends in rethinking L&D is the move toward continuous learning. In the past, learning was often seen as a one-time event—such as a training session or workshop. However, in today’s dynamic environment, learning must be an ongoing process that is embedded into daily work routines. Continuous learning empowers employees to keep up with new technologies, industry trends, and evolving job roles. A leader is one who knows the way, goes the way, and shows the way. Organizations can facilitate continuous learning by implementing microlearning strategies, which offer short, digestible content that employees can engage with at their own pace. This type of learning is more accessible and flexible, allowing employees to learn on the job without disrupting their workflow. It also enables them to address specific, immediate needs, whether it's a technical skill, leadership competency, or soft skill development. Another powerful tool for continuous learning is social learning. Through platforms like internal knowledge- sharing communities, mentoring programs, and collaborative project work, employees can learn from each For example, tracking the transfer of learning to on-the-job performance can help assess whether employees are applying new skills in their roles. Additionally, measuring the impact of learning on employee retention, promotion rates, and succession planning can demonstrate how L&D contributes to long-term talent development and leadership growth. By linking learning outcomes to business objectives, organizations can better understand the ROI of their talent strategy. www.ciobusinessworld.com 36 | April
management, from recruitment to performance management and succession planning. This integration allows for a more holistic approach to developing talent, ensuring that employees not only grow their skills but are also prepared to take on higher-level roles and contribute to the company’s success. other. Social learning fosters a culture of knowledge exchange, where learning is not just top-down but also peer-to-peer. This collaborative environment encourages employees to take ownership of their development and leverage the collective expertise within the organization. Personalizing Learning Experiences One of the first steps in aligning L&D with talent strategy is to clearly define the organization’s strategic goals and identify the skills required to achieve them. This can be achieved through a skills gap analysis that compares the current workforce’s capabilities to the future needs of the business. By understanding these gaps, organizations can design targeted learning programs that bridge them, ensuring that their talent pool is always ready to meet changing demands. Every employee has a unique learning style and career path. As such, a “one-size-fits-all” approach to L&D is no longer effective. Personalization is key to driving engagement and ensuring that learning is relevant and impactful. By leveraging data and technology, organizations can provide customized learning experiences that cater to individual needs, preferences, and goals. Learning management systems (LMS) that incorporate artificial intelligence (AI) can track an employee’s progress, identify skill gaps, and recommend personalized content. Additionally, personalized learning journeys can help employees map out a path for their professional development, ensuring that learning is aligned with their ambitions and the organization’s talent pipeline. This approach helps employees feel more empowered in their career progression and fosters a sense of ownership over their development. Additionally, incorporating L&D into talent strategy involves recognizing the importance of learning in employee engagement and retention. According to recent studies, employees who feel they have access to opportunities for growth are more likely to stay with an organization. Therefore, offering tailored learning experiences that are aligned with employees’ career aspirations not only enhances their skills but also boosts morale and loyalty. The Shift to Continuous Learning Measuring the Impact of Learning & Development To truly understand the value of L&D in the context of talent strategy, organizations must have robust mechanisms in place to measure its effectiveness. Traditional metrics, such as completion rates or satisfaction surveys, provide limited insights into how well learning initiatives are contributing to organizational outcomes. Instead, businesses should focus on more meaningful metrics that tie learning to performance improvements, employee engagement, and business results. One of the most significant trends in rethinking L&D is the move toward continuous learning. In the past, learning was often seen as a one-time event—such as a training session or workshop. However, in today’s dynamic environment, learning must be an ongoing process that is embedded into daily work routines. Continuous learning empowers employees to keep up with new technologies, industry trends, and evolving job roles. A leader is one who knows the way, goes the way, and shows the way. Organizations can facilitate continuous learning by implementing microlearning strategies, which offer short, digestible content that employees can engage with at their own pace. This type of learning is more accessible and flexible, allowing employees to learn on the job without disrupting their workflow. It also enables them to address specific, immediate needs, whether it's a technical skill, leadership competency, or soft skill development. Another powerful tool for continuous learning is social learning. Through platforms like internal knowledge- sharing communities, mentoring programs, and collaborative project work, employees can learn from each For example, tracking the transfer of learning to on-the-job performance can help assess whether employees are applying new skills in their roles. Additionally, measuring the impact of learning on employee retention, promotion rates, and succession planning can demonstrate how L&D contributes to long-term talent development and leadership growth. By linking learning outcomes to business objectives, organizations can better understand the ROI of their talent strategy. www.ciobusinessworld.com 36 | April
www.ciobusinessworld.com www.ciobusinessworld.com 38 | April 39 | April
www.ciobusinessworld.com www.ciobusinessworld.com 38 | April 39 | April
www.ciobusinessworld.com www.ciobusinessworld.com 40 | April 41 | April
www.ciobusinessworld.com www.ciobusinessworld.com 40 | April 41 | April
