Talent Diversity: The Key To Changing Your Operations For Better Or Worse

Talent diversity is your company’s method of opening the floodgates for new insight, directions of thought, strategies and approaches that otherwise would have passed by unnoticed. Evolution of natural systems occurs via environmentally catalyzed mutations, which are the pathways of the innovation and flexibility needed to not only survive, but thrive.  The same perspective can also be applied to the boardroom, the executive circle – the true drivers of innovation and adaption in the business world. Evolutionary success isn’t in spite of diversity, it is the cause of it, and we would be wise to apply these principles to all aspects of our analysis.

Internal and External Diversity

Diversity is a vital consideration for both internal operations and external marketing. It’s all about knowing your demographic targets, in real time. This is one of the arenas in which social media and adept social marketing is vital. More often than not, any trends reported by the mass media are usually already well past their zenith of momentum.

According to Prism University, 67 percent of companies have trouble holding on to their most talented individuals. Every company seeks out the highest level of talent for key positions, but many fail to invest as much energy into maintaining those relationships as they did when acquiring them to begin with. Essentially, this comes down to developing a comprehensive strategy for talent management that suits the spirit, purpose, and the structure of your enterprise – no two strategies will be precisely alike.

The Big Picture and Integration

Internal Diversity and External Marketing are, as we noted, two sides of the same coin. Internal diversity is far from limited to the traditional exclusions of race, gender, and ethnicity. In a globalized economy, the focus is increasingly less concentrated on what an individual looks like, and more based upon the dynamic skills-driven economy that is emerging. According to the Global Human Capital Trends survey of 2014, 86 percent of company respondents cited their biggest deficits as being in leadership and experience. The elderly are often overlooked for decisive positions, as are other groups, but consider: What could be a more profitable approach than strategically combining decades of experience; the verve and drive of the high-tech generation, the first-hand experience of your target demographics and marketing expertise into a single project-driven group?

Categorically, a thriving organization requires diverse solutions and diverse thinking to solve the diverse challenges faced by companies today.

By Fred Coon, CEO

 Stewart, Cooper & Coon, has helped thousands of decision makers and senior executives move up in their careers and achieve significantly improved financial packages within short time frames. Contact Fred Coon – 866-883-4200, Ext. 200