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Inclusion as a Talent Optimization Strategy By Audra Bohannon

June 12, 2012

There are many definitions of talent optimization (TO) out there right now. I think Linkage’s holistic view of TO as linking business objectives to traditional employee life cycle/talent management processes is both practical and apt. For me, and the work I do with clients for Global Novations, diversity and inclusion—particularly inclusion―will always be a key strategy within talent optimization.

Why inclusion specifically? Many studies have shown that inclusion is a key driver of engagement, and increased engagement drives collaboration, innovation, and performance gains. Inclusive environments are ideal incubators for talent optimization, where mindset and output are measured and continuously improved upon. What can trip up leaders and organizations is understanding diversity and inclusion as distinct components to employee engagement and measuring impact and addressing gaps appropriately.

In a new video titled Defining Diversity (below), my colleague, Gerry Lupacchino, does a marvelous job of reviewing this issue and gives tips for refining your inclusion strategies so that you achieve maximum engagement across your workforce. I invite you to take your next coffee break with Gerry, and you’ll come away with a renewed perspective on the importance of treating your diversity and inclusion strategies appropriately, plus insight on how they both support overall TO efforts.


About Audra:
Audra Bohannon is a leading consultant and Principal for Global Novations. She is a sought-after internal and external coach, author, and speaker. She is clear that while diversity is the question, development is the answer. Learn more about Audra here.

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