Today HR leaders face more pressure than ever to align people strategy with business outcomes. The rise of AI, changing employee expectations, and the need for greater agility have transformed the role of HR from administrative to strategic. Across industries, three mission-critical challenges have emerged—each demanding new thinking and bold action.
For decades, career development was seen as something a manager drove—a one-time annual conversation, often reduced to a checkbox on a performance review form. But in today’s dynamic, skills-based, and purpose-driven world of work, that model is no longer enough. To succeed in today’s talent economy, employees must be equipped with tools to take charge of their own development journeys.
Sandra Loughlin, PhD discussed "Employing a Skills-Based Model in an AI World" - what it takes to stay future-ready, from building a business case to measuring potential and unlocking internal mobility.
AI is transforming the way work gets done. But AI alone does not solve the core challenge facing today's workforce. Work alignment - connecting what the business needs to get done with each person's strengths, motivations, and aspirations - can unlock the full potential of an organization. The tru platform offers whole-person intelligence to fuel intelligent redeployment in the age of AI.
Organizations have made great strides by deconstructing jobs into core skills and moving beyond rigid job descriptions. However, human potential can only be fully accessed through whole-person intelligence, which can fuel the next evolution in workforce strategy.
While organizations rush to implement AI-driven recruitment and analytics, the most successful companies are simultaneously investing in distinctly human competencies that AI cannot replicate. The future belongs to those who can strategically redeploy employees toward these irreplaceable capabilities.
The first installment in our Breaking Through Webinar Series features Rick Mirabile, PhD discussing Anticipatory Thinking. Different than strategic thinking, this capability is one which enables leaders to see what others do not see, to imagine how unexpected events might affect plans and strategies, and to create readiness and adaptive mindsets for what might happen.
In today's competitive job market, employee retention has become a critical challenge for businesses. Modern workplace dynamics reveal a stark reality: once an employee starts looking elsewhere, it's already too late to retain them. To prevent "break-up notes" and foster a committed workforce, consider taking a different approach.
Many organizations invest in reskilling and upskilling initiatives to keep pace with change. But two people with the exact same skills may deliver vastly different results. Why? Because success at work isn’t just about what you can do—it’s about how you do it. Skills may open the door, but purpose, alignment, and inner motivation are what unlock the full potential of a person.
When employees "check out" or leave, it usually has to do with a perceived lack of development opportunities, with a big negative impact on profitability. But for many companies, Individual Development Plans (IDPs) are a “check the box” exercise that appear once a year during review season and then vanish. It's time to transform individual development from the inside out.
BPS will host a new webinar series entitled "Breaking Through - Important conversations about unlocking human potential". The series will feature thought leaders in industry, consulting, and academia to discuss critical talent management and development issues confronting business leaders.
Most companies make it a priority to invest in high-potential employees - the rising stars who promise innovation, leadership, and transformative potential. Companies pour resources into nurturing their most promising professionals, simultaneously creating value and vulnerability. This delicate balance reveals a critical challenge that's reshaping how organizations approach their rising stars.
Individual Development Plans (IDPs) often fail to deliver on their promise of meaningful employee growth and organizational capability building. To transform IDPs from administrative burdens into engines of development, we need to fundamentally reimagine their purpose, design, and implementation.
In today's competitive business landscape, organizations are discovering a powerful truth: employee development isn't just good for people—it's essential for profitability. Research consistently demonstrates that companies investing strategically in employee development outperform their competitors in key financial metrics.
The world of work is undergoing an unprecedented transformation. While most find it relatively straightforward to break down a job into tasks and requirements, the missing piece has always been the individual—their unique strengths, motivations, and aspirations.
Leadership experts have long emphasized the power of reflective thinking in personal and professional growth. Reflection plays an essential role—not just as an exercise in reminiscing but as a disciplined practice that extracts lessons, fuels progress, and cultivates deeper self-awareness.
Peter Drucker, widely regarded as the "father of modern management," had remarkable foresight about the evolving nature of work. In an era increasingly shaped by artificial intelligence (AI), the challenge is no longer just managing human capital but unlocking its full potential.
As AI reshapes industries, jobs, and the nature of work itself, individuals face uncertainty. The fear of being replaced, the pressure to upskill, and the sheer pace of change can leave people feeling overwhelmed. By focusing on personal strengths and aligning them with professional opportunities, individuals can chart a path where they thrive and find their most fulfilling work.
Companies are rapidly adopting a skills-based approach to better meet current and future challenges, as it promises greater agility, efficiency, and a streamlined process for matching people to work. Focusing solely on skills risks missing the mark by oversimplifying the rich, complex nature of human potential. The heartfelt plea of your employees needs to be considered: I am more than just my skills!
According to Accenture companies that achieve “Higher, Better, Faster” outcomes embrace continuous transformation, elevating organizational performance, enhancing the employee experience, and accelerating change processes to stay agile and competitive. Here’s a closer look at how each of these outcomes supports resilient, high-performing organizations—and how tru® helps make them a reality.
The rise of skills-based organizations has set the stage for more dynamic, agile, and personalized work environments. By aligning high-priority skills with the deepest needs, roles, and values of individuals and teams, organizations can unlock a powerful synergy that drives performance, engagement, and satisfaction.
Most companies have an inadequate view of their employees’ inner motives – what drives their energy and satisfaction and makes work more fulfilling. Without this insight, skills development might run headfirst into resistance or misalignment. In the worst-case scenario, employee burnout and high turnover can emerge.
As organizations increasingly adopt agile business models to stay competitive, quick and seamless transitions become critical. When managers fluidly move throughout the organization to address shifting needs, there is a very real risk that such adaptive management practices may leave individual employees in the rearview mirror.
Thriving organizations recognize the importance of developing the next generation of leaders. Individuals with high potential and the capacity to influence are the backbone of sustainable growth and innovation. Building these leaders from within is not just a competitive advantage; it’s a necessity.
For former college athletes, it can be challenging to find a career path that produces the same energy and fulfillment once playing days have ended. tru® is proud to partner with LAND (Life After Notre Dame) to help individuals uncover their unique strengths, motivations, and aspirations, empowering them to pursue a career path that aligns with their tru potential and passions.