2019 – Present: Global launch.
Grooooow formally launches globally and formally rebrands and relaunches under the Grooooow. Talent Impact™ claim.
2018 – 2019: Repurposing.
Building on everything we learnt creating 4 million employee impacts with 400 client partners. We spend 12 months developing Talentability for launch.
2009 – 2018: Talentability in beta.
Working in beta delivering at the front-line, asking ourselves a single question, “what is the critical capacity to help workplaces and their people to sustainably grow?”. This proven work leads to what will become Talentability.
Before this: Virgin, Inditex, Great Place to Work:
Our founders are Country Leaders of the fastest growing Great Place to Work® affiliate publishing the world-renowned Best Workplaces List. Before this they come from challenger brands Inditex Group (Zara) and Virgin.
Think of it like fuel efficiency. Talent just as fuel in a car, can be used in a more or less efficient way. Used well it can get you further. Used unwisely it runs out more quickly and more expensively.
Talent burn takes place when your peoples’ talent is wasted. When their store of potential talent of is not used effectively. Today 80% of people say they do not use all of their potential in their job.
But, as the pace of change increases, it becomes harder to be talent-efficient. The risk of talent burn increases. More to do. More information. More demand. More need for agility.
Talent burn creates a vicious cycle in organizations and in society.
77 percent of employees say they have experienced burnout at their current job. As the pace of change increases, it becomes harder to be talent-efficient. People become change-tired. Apathetic. They start to focus on the small things that are less important. Avoid risk. These are symptoms of talent burn.
Made from our front-line experience over the last decade, Talentability gets feet on the ground. It supports any people effort where people participation determines success.
Any project with any audience at any time. Not only HR, but also C-Suite, department leaders, middle management and project leaders.
Increase talent impact for any project that requires people to act in order to succeed:
Increase talent impact for any internal audience that needs to act in order for a project to succeed:
Increase talent impact for ranges of context:
Talentability aligns your organization, project and people.
Talentability stops the peak of yes and the valley of no, by aligning your organization, your project, and your people. We are experts in finding the hooks that connect people to your project and your project to your people.
#Org2people. On one side Impact: increase your ability to impact your talent to act through the deployment of your project.
#People2org. On the other side Act: increase your talents’ action through their interaction with the project. A positive feedback loop. Each side reinforcing the other:
Talent, noun, tal·ent | \ ˈta-lənt. Talent is too often seen as a special few or your candidate of choice.
Everyone talks about this mystical thing called ‘talent’. We seek them high and low. And when or if we find them. They join our organization, and meet reality. But what if there was a hidden secret source of talent. A group 100% the size of your existing workforce ready to commit to your organization, and unavailable to your competition? ‘Talent’ is not just a recruitment term. Talent is not just a narrow focus on the few. It’s everyone who works for you. Because if you don’t believe that we should all go home.