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Download Navigating the Talent Shift: How to Build On-Demand Teams by Lisa Hufford PDF

By Lisa Hufford

By 2020, forty percentage of the crew won’t are looking to be your worker. that suggests managers and bosses need to put out of your mind the previous recruit-and-search for-months the way to gather expertise and revise their conception that “talent” is just full-time staff. the excellent news is this expertise lets you in attaining the most important effect in your tasks within the quickest time attainable.
In Navigating the expertise Shift, writer Lisa Hufford introduces you to hurry: a quick, and versatile expertise approach that exhibits businesses how you can entry the sixty five million people who make up the on-demand, really good expertise pool. This approach exhibits you the way to:
• cease spending months looking for expertise• Have a staff of on-demand expertise at your fingertips• Exponentially extend your expertise pool • try out principles and alter course quickly to stick aggressive and force innovation• decrease severance and layoffs<• deliver a clean standpoint with strategic doers in your crew• Do extra with less
Navigating the expertise Shift will express you and your group find out how to faucet into an on-demand staff whereas supplying you with the expertise try to be nimble and profitable.

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Additional info for Navigating the Talent Shift: How to Build On-Demand Teams that Drive Innovation, Control Costs, and Get Results

Sample text

His team values him as their manager and trusts him to be a great advocate for them. Michael’s professional success has opened many doors and new relationships, but has come with a cost—huge burdens on his time and priorities. He runs an important but relatively small team that has many responsibilities. He manages to hold it all together, but barely. Recently Michael’s budget was slashed by 20%, although he is expected to deliver on the same goals with even fewer resources. He is frustrated; if he is such a valuable employee, 38 ● Navigating the Talent Shift why is he still expected to deliver the same level and quality of work with fewer resources?

As a result, everyone wants a piece of him. His team values him as their manager and trusts him to be a great advocate for them. Michael’s professional success has opened many doors and new relationships, but has come with a cost—huge burdens on his time and priorities. He runs an important but relatively small team that has many responsibilities. He manages to hold it all together, but barely. Recently Michael’s budget was slashed by 20%, although he is expected to deliver on the same goals with even fewer resources.

Com/articles/ the-corporate-lattice-rethinking-careers-in-the-changing-worldof-work/ 21. “MBO Partners Highlight Key Characteristics of Independent Workers in the On-Demand Economy,” MarketWatch, April 21, 2015. com/story/mbo-partners-highlight-keycharacteristics-of-independent-workers-in- the-on-demandeconomy-2015-04-21 22. Ibid. 23. , Nov. 1, 2015. Retrieved Nov. inc. html 24. Kate Taylor, “Why Millennials Are Ending The 9 To 5,” Forbes, August 23, 2015. com/sites/ katetaylor/2013/08/23/why-millennials-are-ending-the-9-to-5/ 25.

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