If we truly believe that our talents and leaders are essential to the future of our organisations, we have a growing obligation to review how we are supporting their development. Top leaders need their HR people to look outside and understand what is new, what is next, who is driving it and how they are doing it.
First, we need to admit that traditional approaches to talent and leadership development will fail to make us disruption-proof because we need people who can answer different questions, like what will future customers value and how can we best serve them? We need them to imagine new ways to answer these questions.
