The Story Behind
The problems that TalEction wants to address are related to dimensioning, hiring, change, restructuring and development of businesses both at the organizational and individual levels. In the future, it will be more important than ever to engage employees by letting them become a driving force of the processes, facilitated by leaders.
The world is overflooded with standard products and services that are not tailored to individuals nor particularly effective in use. It is essential for companies to focus much more on adding true differentiating value (qualities) to products and services – this will make them more useful to individuals.
If consumers find the “improved” product or service more valuable and/or at a lower price – they will “run to buy”. Therefore, it is more important for companies in the future to build capabilities, have a high rate of innovation and have a good grasp on trends and market shifts.
Consumers are always interested in getting more for their money (price sensitive) and curious about “news” that affects them personally.
TalEction helps companies build the future needs for capability and ensure employees positive career development and living standard. This is done by utilizing employees’ talent in a systematic way in order to work smarter and support consumerization of products and services (focus on quality, tailored to individuals and effect of use).
The solution is based on the following 5 principles,
Principle 1: Learning Organization
To operationalize the concept of learning organization, TalEction uses learning objectives (job profile elements), tests and neuroscience games to measure skills (person profile elements) and AI to connect job profiles and person profiles. TalEction makes it possible to aggregate data from individual to organizational level and make a comprehensive overview of companies’ innovation ability and monitor progress and alignment at all levels in the organization. TalEction has developed new KPIs, in addition to existing financial KPIs, to take balanced goal management to the next step.
Principle 2: Leadership and Change
Employees possess knowledge and soft skills that are not utilized through the use of management. Leadership makes sure to unleash employee talent by inspiring and engaging employees, teams and entire organizations. TalEction leadership supports you with a virtual digital leadership assistant (VLA) , strengthening your awareness of culture, strategy and structures and skills and personality traits. The digital mentor helps leaders to unleash employee talent, build team dynamics and network organizations in addition to leading innovation work and learning organizations. Change Leadership focuses on structural changes (large-scale changes according to human KPIs) as opposed to change management which focuses on modifying processes, rules and workflow i.e. keeping everything under control (according to budget and financial KPIs). Technology will continue to disrupt and reinvent the rules of business and social behavior at an ever-increasing pace. To navigate an uncertain future, TalEction uses scenario thinking as a framework, instead of using only historical data to extrapolate the future. To ask the following question is important to scenario thinking: Can our long-term strategy cope with potential scenarios? The result is a flexible strategy to handle the unexpected – supported by TalEction from initiation to scenario implementation to make individuals and teams real drivers of the innovation. Companies need more “change leadership” to solve fundamental problems.
Principle 3: System Thinking
Hierarchical structures have led managers to look after their own interests, even if this should be at the expense of the company’s interests. This dysfunction is an obstacle to creating efficient value chains and building efficient ecosystems. Companies that do not address these barriers will not be able to meet consumer needs in the future. The complexity of the value chain will simply be unmanageable. TalEction enables businesses to remove dysfunction and adapt the organization to increasingly frequent changes in needs based on a holistic approach (rightsizing). Dysfunctionality is estimated to add 40-60% higher costs than necessary to the accounts, if efficiency is used as a basis for the calculations. The difference can be seen as what mistrust is about to cost companies. If companies invest in trust, costs can be reduced by 40-60% and the cost optimization can help free up resources for innovation and new revenue streams.
Principle 4: AI and Platform
Working knowledge- and evidence-based will become more important in the future. The use of platform and AI makes analysis (as is and to be/readiness) and evaluation work affordable. It will also make implementation of development, training, rightsizing, recruitment and career advice sufficiently targeted and objective. TalEction has everything gathered on one platform including more than 50 tests, games (neuroscientific) and tools (test and games battery) and gives customers full access to all data and the opportunity to reuse data and develop their own AI. The platform is self-service and employees and managers are responsible for personal profiles and job profiles, respectively. Data is shared between the employer and the employee in accordance with the GDPR, embedded into the platform. In this way leaders and employees become active drivers of development and recruitment processes. Data can be aggregated from individual to organizational level both specific and generic/anonymously for the implementation of individual or strategic initiatives.
Principle 5: Digital Twins
Businesses, including the employees, will be digitized and they will develop digital culture. Digital twins represent humans as virtual objects, teams and organizations and work are connected in order to produce and deliver smart products and services. In the future, all products and services will be “intelligent” to ensure efficient use by consumers either by embedded technologies or associated digital services. This makes it possible to organize and lead virtual networks of human and work digital twins to support a number of different valuechains. TalEction’s digital twins ensure that the right authorized user(s) are in the right place to make the right decisions based on data; it also opens up for adding quality to a greater extent to the decisions (optimizing). Several companies have developed digital twins that focus on physical objects, work processes and tasks, but they do not use human digital twins. If employees do not become part of that network of digital twins, the company will not be able to develop a digital culture, but only build infrastructure and carry out work using digital tools.