Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Louis Carter
Description
In this session, we will co-create the next practices for how to make the business case to top Executive Teams and the CEO for your talent practices, processes, and initiatives for 2021. These plans will involve all layers of leadership and the development of the new plan and vision for the future that aligns with the mission-led culture within our organizations. We have reached a new frontier in talent management, one where no playbook exists and there are no proven “best practices”, only NEXT PRACTICES. As a Senior Executive Board, we are uniquely positioned to create these within our organization for fighting for what we believe in and doing things differently and better than they have in the past. What is a Next Practice Session: * Create the practices as you believe they Ought To Be. If we envision them, they will become reality. * Share one thing that you would like to do differently and haven’t had the chance. * Co-create the change you envision in your company. What a Next Practice Session IS NOT: * Sharing what has already been done, or what you have been told to do. * Sharing practices that you have learned from other organizations.
Learning Points
In this session, we will use the following discussion prompts:
- We are aligning our talent strategies to the organization's mission and purpose by…
- I am overcoming obstacles and challenges with getting executive buy-in, alignment and approval by…
- One major pivot in my 2021 planning I will do more of/less of/start/stop because of the events of 2020 is...
Key Takeaways
- 1.Traditional "best practices" are insufficient for post-COVID talent management; co-created "next practices" are required.
- 2.Talent strategies must be consciously aligned with the organization's overarching mission and purpose.
- 3.Gaining executive buy-in for new talent initiatives is a primary obstacle that needs to be overcome.
- 4.The events of 2020 necessitate a significant pivot in talent planning for the future.
- 5.Senior leaders are uniquely positioned to envision and co-create the future of talent management within their organizations.
Redefining Talent Management in a Post-COVID World
In the wake of COVID-19, talent management has reached a new frontier where no playbook or proven "best practices" exist. This session, led by Louis Carter, focuses on the concept of "Next Practices"—new approaches co-created by leaders to navigate the future. The objective is to help senior executives build the business case for pivotal talent initiatives and align their vision with a mission-led organizational culture.
A Collaborative Approach to Creating 'Next Practices'
The session is designed as a "Next Practice Creation Session," a collaborative environment for senior leaders to build the future of talent management as they believe it "ought to be." This approach emphasizes innovation and forward-thinking over replicating past successes.
What a Next Practice Session is:
- A forum to create the practices as you believe they ought to be.
- An opportunity to share one thing you would like to do differently.
- A collaborative effort to co-create the change you envision in your company.
This session is explicitly not about sharing what has already been done or discussing practices learned from other organizations.
Key Discussion Areas for Talent Leaders
To facilitate the co-creation of these next practices, the session centers on three core discussion prompts designed to address critical challenges in modern talent management:
- Aligning a talent strategy to the organization's mission and purpose.
- Overcoming obstacles and challenges with getting executive buy-in, alignment, and approval.
- Identifying major pivots in 2021 planning (doing more/less of/starting/stopping) because of the events of 2020.
These prompts guide participants in developing a new plan and vision for talent management that is both innovative and aligned with strategic business goals.
Amidst unprecedented global shifts, reinventing talent management is crucial for organizational resilience and future success. This session, presented by Louis Carter, explores how to not only adapt but thrive by strategically pivoting talent initiatives in response to ongoing changes.
What you'll learn
- Strategies for immediate talent management adjustments in dynamic environments.
- Methods for forecasting future talent needs and skill gaps.
- Approaches to building a more agile and adaptable workforce.
- Best practices for employee engagement and retention during times of change.
- Insights into how technology can support evolving talent strategies.
Who this webinar is for
- HR executives and leaders seeking to modernize their talent functions.
- Organizational development professionals looking for post-pandemic strategies.
- CEOs and business leaders interested in strategic workforce planning.
- Managers responsible for employee development and performance.
- Anyone focused on building future-ready organizations.
Why it matters now
The landscape of work transformed rapidly in recent years, making traditional talent management approaches insufficient. Organizations must proactively reinvent how they attract, develop, and retain talent to remain competitive and productive. Understanding how to pivot effectively ensures business continuity and positions companies for growth amidst uncertainty, emphasizing the need for forward-thinking HR practices.
How leaders can apply this
Leaders can implement these insights by assessing current talent management strengths and weaknesses against new realities. Begin by identifying critical roles and skills necessary for the next 1-3 years and developing plans to upskill or reskill the existing workforce. Foster a culture of continuous learning and adaptability. Regular check-ins and transparent communication with employees can enhance engagement and reduce attrition. Leverage data and analytics to inform talent decisions and measure the impact of new initiatives, ensuring a data-driven approach to talent management reinvention.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Louis Carter's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.