The 7 winning strategies to become a "Pacesetter" Organization

💡Pacesetter Organization are what researchers called them “architected for change” - focus on transformation is part of their core: they have learned to change and adapt while continuously focusing on productivity, profit, and efficiency. Only 10% of companies gain and continue to grow an exponential lead in their space - These high-growth companies outperform the competition; those that set the pace for the future, inspire others, and lead the way so others can follow along, according to a new research published by The Josh Bersin Company with the GWI Project data partner EightFold.ai - using data from billions of data points from talent acquisition and recruiting platform designer Eightfold AI’s talent intelligence platform

These leading companies are excelling at the following:

✔️ Consistently achieving top financial results

✔️ Employing industry leaders that are recognized for their market success

✔️Being talent magnets that win awards as great places to work

✔️Demonstrating the highest levels of maturity in implementing the most-essential systemic HR practices

✅The 4 pillars of Pacesetter Methodology/Leadership

Researchers identified 4 pillars of Pacesetter Methodology, also referred to as four areas of “leadership,” which help define pacesetter organizations :

1️⃣ Financial Leadership

High-financial growth, revenue, profitability, assets, and market value, demonstrated by a Forbes Global 2000 list ranking.

2️⃣ Talent Leadership

Workplace success, showcased by a Forbes World’s Best Employer ranking.

High Glassdoor rating as anonymously reported by employees.

Recipient of one (or more)  Best Workplaces™ Award(s). Best Places to Work Certification Program

3️⃣ Industry Leadership

Recognition of leadership, innovation, and market share in a particular industry, showcased by distinctions or industry-specific awards.

4️⃣ Achieving Level 4 (the highest level) maturity in systemic HR practices

Pacesetter organizations need to achieve the level 4 - highest level - of one or more of HR practices (recruit, retain, reskill, redesign) in the Organization Design Maturity Model maturity model.

Researchers found 7 winning strategies these leaders consistently execute on:

1. Focus on organization design, accountability, and goal systems that facilitate change and efficiency in tandem.

2. Prioritize technology and transformation roles equally to key operational roles.

3. Invest in cutting-edge skills in technology, transformation, and consultative HR, and constantly experiment with new approaches.

4. Deeply value talent and prioritize mobility, retention, and reskilling to drive growth rather than depending on recruiting alone.

5. Continuously redesign jobs and employment models to adapt for the future.

6. Implement a globally integrated, systemic HR operating model.

7. Collaborate across the C-suite.

Example of Pacesetter Banks:

Pacesetter banks like HSBC and DBS Bank do more than just take stock of technologist profiles; they deliberate in hiring, developing, and retaining people with the most forward-looking and fastest rising skills, which helps them maintain a competitive edge.

These include skills like digital and operational excellence and data analysis, and there are 1.4 times more of these skills in pacesetter banks compared to traditional banks.

☝️  Pacesetter organizations don’t just outperform all others now, they are also increasing their lead exponentially, getting further and further ahead, all the while defining the future of their industry and the future of work.

Thank you 🙏  The Josh Bersin Company Eightfold EightFold.ai Global Workforce Intelligence Project  researchers team for these insightful findings:  Josh Bersin Kathi Enderes William Pester Janet Mertens Ashutosh Garg

#peopleanalytics Dave Ulrich George Kemish LLM MCM MIC #futureofwork