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Peering into Team-Agility & Talent-Agility: A New Tool for HR

Peering into Team-Agility & Talent-Agility:  A New Tool for HR

I love chairing peer groups as they are extremely powerful in parting the curtains and giving us a glimpse into deeper levels of team-agility and talent-agility.  There is nothing quite like the moment of truth in which the peer group team has created such a safe, transparent and trusting place in which an individual participant can experience the beginnings of a shift in their talent and taking their game to the next level.  Best of all, the whole team learns from the experience, taking away value individually and collectively, even though they were processing another participant’s issue, challenge or opportunity.  It becomes a reliable, predictable and repetitive cycle of win/win/win which spirals upwards, making new levels of talent-agility and team-agility possible.

This brand new book describes this powerful phenomenon and the journey from peer-influence to peer advantage – from ordinary levels of peer influence which the majority of teams might achieve to extraordinary depths of peer-advantage which only a minority of teams achieve.   Extract 1I am quoted in several places in the book (see sidebars).

As part of my agility centered portfolio of work, I have been Chairing peer-groups with Vistage International for 12 yearsThe Power of Peer Groups.  As well, I am a Vistage Speaker for our groups globally (20,000 members in 1000 groups in 17 countries representing $300 Billion in annual revenue and 1.8 Million employees) recognized as our community’s thought-leading expert on agility.  Whether Chairing or Speaking, I help our members understand the link between peer-advantage and agility-advantage through team-agility and talent-agility.

 

Team-Agility v2

 

As our team-agility practice leader in Agility Consulting & Training, when facilitating client CEOs and their teams to develop their agility-advantage, I also love introducing them to the power of a peer-process to leverage peer-advantage.   It gives them a glimpse into deeper levels of trust, transparency and teamwork for higher levels of talent-agility and team-agility at the core of their enterprise agility.  As a result, I have seen participants transform their leadership presence, how their leadership is perceived by their peers helping transform teamwork to the next level and transforming their careers with promotions and other opportunities.

Not surprisingly, one of the best practitioners of this is Vistage International itself as a corporation.  Vistage just got ranked #7 in the world by Training Magazine in their annual list of Top 125 organizations for training and development, by comparing statistics such as the number of training hours per employee annually, workplace surveys, financial investments in employee development, and how closely such development efforts are linked to business goals and objectives.  This is the 5th time that Vistage has made the list.

The other day I was Chairing a peer group of new Vistage employees as part of an all-employee training and development day.  I had never met the participants before and they had never been in a peer group before, collectively or individually.   PeerOnly 3 hours later (of our issue-processing/executive-session format) they had moved from peer-influence to peer-advantage, evidenced by the way they described the impact of our time together at the end of the day, how their relationship as a cohort team had changed and how they individually had more courage and confidence to navigate issues, challenges and opportunities they face.  Talent-agility and team-agility at the heart of enterprise-agility, with peer-advantage becoming agility-advantage.

Vistage’s Chief Human Resources Officer, Michael Molina says,

Leveraging the power of peer groups inside our own organization, for accelerated learning and growth of our talent and our teams has been huge, helping us achieve our ranking in Training Magazine’s Top 125.  We are blessed to be able to practice what we preach, continuously investing in moving our organization, our teams and our leaders from peer-influence to peer-advantage.  We engage all employees in peer group experiences from the top with the C-Level executive team and throughout the organization at all levels.  Our peer-advantage has become an agility-advantage, helping us accelerate our growth nationally and internationally, just surpassing 20,000 members.

Beyond other facilitated team-building options, Peer Groups are a new tool for HR from which to leverage talent-agility, team-agility and enterprise agility, to go on the journey from ordinary levels of peer influence which the majority of teams might achieve to extraordinary depths of peer-advantage which only a minority of teams achieve.  Indeed, we leverage Agile Peer Groups as part of our agile transformation process.  There is no better tool to change the trajectory of Conversation-Flow to Cash-Flow.

Join myself and my Agility Consulting & Training colleagues at Human Capital Institute Summit in New Orleans March 29-30 to find out more about how to leverage the power of peer groups as a new tool for HR, with peer-advantage at the heart of agility-advantage .   The theme of this event is:

  • Agile Talent Strategies for Managing Change and Shifting Priorities:  Is your talent management strategy adaptable enough to quickly switch gears as business conditions change? In just two days you will learn how key agile practices can help develop your workforce to fill talent gaps, provide a collaborative platform for driving innovation, and better align your initiatives to business goals.
HCI

About Mike Richardson

Agility-Facilitator/Mentor/Coach; Agility-Author/Speaker; Agility-Board-Member/Chairman. All-round Agility Activist in everything I do, every day, everywhere, in every way. Provocative, Profound, Practical. At Eye-Level. With Love/Hate!

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