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1. #Does half life blue shift keep your data in the cloud how to#
2. #Does half life blue shift keep your data in the cloud full#
3. #Does half life blue shift keep your data in the cloud professional#

#Does half life blue shift keep your data in the cloud how to#

#Does half life blue shift keep your data in the cloud full#

Watch the interview with Michael Griffiths and Dan Pontefract in full below or listen to it via the Leadership NOW series podcast. Time will tell how quickly organizations not only link purpose to skills but how seamless they make the transition to a skills-based organization as a systemic part of its operating culture. Griffiths left me with this, "I think that if you can move into this type of workforce experience, you're delivering purpose by definition." In this case, purpose is linked directly to a skills-based organizational culture. That's one more reason to shout out' purpose for the win' from the hilltops.

"The skills-based organizations are 79% more likely to have a positive workforce environment experience." So how do skills help the concept of purpose and human centricity? "Skills enable you to see the whole person," Griffiths says. "A taxonomy is as simple as your competencies, capabilities, and attributes or performance traits."Īs I've noted in this column numerous times, purpose is needed inside and outside the organization. But he also mentioned the need for a taxonomy to keep things straight.

#Does half life blue shift keep your data in the cloud professional#

"We have a definition of skills in our research," he said, "which I think is the starting point." Griffiths indicated that Deloitte defines it as technical abilities, human capabilities, and professional or adjacent skills. Learning that Deloitte has recommended the creation of a Skills Hub, I asked him to explain more. Perhaps we need first to define skills as a term. Thus, the skills infrastructure (ahem, the chicken) is not exactly taking flight. Second, Griffiths suggests that while 98% of organizations indicate they want to shift towards skills-based work and 90% are actively experimenting with the eggs (skills-based approaches), only one in five are adopting skills-based practices to extend across the organization. He said, "How are we envisioning our talent experience so that we are meeting people on their individual terms as opposed to forcing them to fit our 'one size fits most' model?" It reminded me of a recent Forbes interview with author Ravin Jesuthasan. "Take out bias and create a transparent marketplace where people can see opportunities as they go and then get matched."

"You have to create value for the individual and see the person for their skills, not what they look like," says Griffiths. 'Infrastructure.' What, then, does the transformation to a skills-based organization look like, and how does it occur? The first egg probably won't be great, but you start learning how the chicken can make better eggs," he added.īased on his research and findings, we might call the egg 'Research' and the chicken

"You have to build the chicken as the egg is being created. He also built off my metaphor rather cleverly. "Your talent strategy has to have a business line and metrics you can go after," says Griffiths.