embracing disruption through talent...see samples on page 10 the role card set provides clarity to...

1

Embracing Disruption Through TalentWorkshop Kit Sample

©2019 Center for Creative Leadership. All Rights Reserved. CVD100819


Embracing Disruption Through TalentOrganizations are facing disruption at an unprecedented rate. With the world of work changing, the workforce is being reshaped and the talent landscape will look completely different. Organizations that are able to redefine talent for the new world of work will better position themselves to compete in the future. This workshop is a highly interactive half-day experience to promote strategic thinking around how talent is utilized and developed. By adopting an agile talent philosophy, organizations can leverage talent to navigate the turbulent business environment.

The need for new ways of thinking about talent goes beyond the gig economy. To position your

organization and its talent for optimal success in a RUPT world, we recommend that you take

a strategic approach that we call Talent Portfolio Agility™. We define Talent Portfolio Agility

as the organizational capability and mindset of accomplishing work through a portfolio of

talent enabled by agile talent processes. This has both a “what” and a “how” component.

For the “what” of Talent Portfolio Agility, we suggest thinking about your overall talent equation

as part of a three-pronged portfolio, each with two subsets. The first prong is traditional talent—

your current full-time and part-time workforce, which likely makes up the bulk of your existing

portfolio. The second prong is gig economy talent, including freelance talent locally and globally.

And the third—which should be the subject of another white paper entirely—is technology-driven

talent, including robotics and artificial intelligence.

Building and Managing a Talent Portfolio

The Talent Portfolio

Gig Economy TalentTalent Portfolio

Traditional TalentFull-Time Talent

Part-Time Talent

Freelance Talent - Local

Freelance Talent - Global

Robotics

Artificial Intelligence

Technology-Driven Talent

8 ©2018 Center for Creative Leadership and Agility Consulting and Training, LLC. All rights reserved.

For the purposes of this white paper, we will focus primarily on No. 3.

Who does the work? and

How your thinking should shift when it comes to your talent portfolio.

How thework gets

done

Who does the

work

Whatdoes the

work

Tools formanaging

talent

When &where the work gets

done

Talent in the Digital Era—Everything’s Changing

©2018 Center for Creative Leadership and Agility Consulting and Training, LLC. All rights reserved. 3

WHITE PAPER

Redefining Talent For the New World of WorkStay Ahead of Change with Talent Portfolio AgilityTM

By: George Hallenbeck, Nicholas Horney, and Stephen Bateman

Whitepaper explores how organizations and individual leaders can adapt to—and leverage—these changes to turn what could otherwise be an overwhelming experience into an opportunity to thrive amidst the turbulence.

See sample on page 9

LTT: Long-Term Talent

As long-term talent, you represent the core talent of

your team and are included in all strategic sessions.

You are the glue that holds the team together and

supports your manager to build direction.

©2019 Center for Creative Leadership. All Rights Reserved.

Manager of the Team

As a manager of the team, you have complete

autonomy and final say on all decisions within

your team. You also have full responsibility

of the success and failure of your team.


See samples on page 10

The Role Card set provides clarity to learners about the various role assignments explored throughout the workshop.

STT: Short-Term Talent

As short-term talent, you represent external talent brought in to get the job done. You are not included in strategic planning, but you do have skills that will contribute to the success of the team.

During Round 1 of this activity, you will be asked to step out during your team’s planning session. Upon returning to your team, take a passive role by following any instructions you are given and only contribute ideas or concerns if you are directly asked.


For example: If you are asked to do a task, even if you think there is a better way, just do it. On the other hand, if you are asked if you think this is the best way to get the job done, you can and should give input. If you are directly asked for your input, you may get the attention of one of the facilitators, and they will reveal an additional skill that you bring to the team. Avoid hinting to your teammates or alluding that they should ask you questions.

(Short-Term Talent)STT:

(Long-Term Talent)LTT:

(Manager of the Team)Manager:


Facilitator Guide

Embracing DisruptionThrough Talent

The Facilitator Guide is your roadmap to success. Inside you’ll find an overview of the course, learning objectives, timeframes, a supply list, and room requirements. It also provides step-by-step guidance on every slide and activity outlining how to prepare, what to say and what to do at each step.

See samples on pages 4–9

What’s included in your Facilitator Kit?

3©2019 Center for Creative Leadership. All Rights Reserved. CVD100819

There are two Support Videos with each workshop featuring CCL experts. The first provides an overview of the intent and process of using Workshop Kits, while the second provides insight on the particular topic.


What do you do when the paradigm shifts? Lean in.

With the rise of the digital era and expanding gig economy, the how, where and who of work is changing at an unprecedented rate. Not only is the work we do on a daily basis becoming more team-based, project-based, and multi-disciplinary, our workplace ecosystems are also becoming increasingly global and virtual. So, how do you keep on track when disruption is prevalent?

Talent Agility: A New World of Work is an interactive workshop designed by the Center for Creative Leadership (CCL) that provides the tools and skills leaders need to successfully engage and integrate a diverse talent base. The workplace may be changing, but the talent is always there, whether they’re in the office or not. An agile talent philosophy will help you make the most of it.

It’s a brand new world out there. Let’s keep up the pace together.

DATE TIME

LOCATION

To register, contact XXXXXXXXXXXXXXX

Your Name Your address

Address continued Your email address

[Click to select a date]

[Dear Facilitator – Please edit the text, as needed, and delete this bracketed text before sending. Pay par�cular aten�on to the highlighted sec�ons of the template. Those are areas that you will need to personalize with your own program’s informa�on.]

Dear [Recipient],

You have been selected to par�cipate in a workshop called Team Agility: A New World of Work, designed to help teams become more agile in the modern and constantly evolving workplace.

These days, change is occurring at an unprecedented rate, with day-to-day tasks becoming more team-based, mul�-disciplinary, and globally dispersed. So what can we do to make sure we remain successful through con�nuous upheaval? We accept that things will change, and then we adapt.

This highly engaging workshop created by the Center for Crea�ve Leadership (CCL) will help you beter understand this new workplace reality, and show you how to build the skills necessary to accomplish your goals through experien�al exercises and skill-building modules. During the workshop, we’ll explore different aspects of the new world of work, including topics such as:

• Effec�vely naviga�ng teams composed of diverse talent • Successfully leading teams comprised of a mix of internal and external talent, including tradi�onal staff, contract workers,

freelancers, interns, consultants, and virtual team members

Along with your fellow teammates, you will learn tac�cs to manage and interact with a variety of individual workplace styles, and develop a deeper, more cohesive integra�on of all team members.

We know your �me is valuable. Because this workshop is highly interac�ve and offers targeted learning techniques, you’ll be able to put what you learn to immediate use and see real, tangible results. Meet us at [loca�on] on [date and �me] for a deep dive into naviga�ng this new world.

Please respond to this email to confirm your atendance and I will send you a mee�ng invita�on with all the workshop details.

I look forward to seeing you there.

Warm regards, Your Name

Every great course needs participants eager to learn. To help you recruit, we’ve provided editable Marketing Material Templates for a one-page overview and an e-mail that you can customize to your needs and organization.



Embracing Disruption Through Talent Workshop

1

The Workshop Slide Deck helps participants connect to the material, gives key instructions when needed, and allows them to focus on the content.

See sample on pages 10-11

Each facilitator is also provided with the following electronic resources:

The Participant Flipbook provides learners with workshop content, activities to complete, and a place to take notes. After the workshop, the workbook acts as a reference guide for the key principles they learned.

See samples on pages 12–15 Embracing DisruptionThrough Talent

What’s in the Participant Kit?


Facilitator Guide

Embracing DisruptionThrough Talent

Facilitator Kit: Facilitator Guide

SAM

PLE


SAM

PLEFacilitator Kit: Facilitator Guide

©2019 Center for Creative Leadership. All Rights Reserved. CVD10102019 3

Introduction

Workshop Goals 5

Preparation 6-7

Resources 8-9

Overview 10

Foundations of Embracing Change

What is Talent? 13

Talent Agility LineUp 14-15

Learning Goals + Outcomes 15

Constant Disruption, Continual Agility 16

Embracing Change Experiential and Break

Framing of the Experience 17-19

Round One + Debrief 20-21

Round Two + Debrief 21-23

Round Three + Debrief 23-26

Round Four + Debrief 26-27

Embracing Change in Practice

Application 28-29

Tactics 29-30

Commitment 30-31

Evaluation + Closing 32

Table of Contents: EMBRACING DISRUPTION THROUGH TALENT

SAM

PLE


SAM

PLE


IntroductionChange is inevitable—especially in the world of work. The rate of change in today’s workplace is constant and overwhelming to many teams. As the way we work across the enterprise continues to adapt, e� ective leaders and teams must embrace disruption and be � exible in approaching the ways in which work is completed.

Workshop: Goals• Understand the changing world of work

• Recognize the people and skills needed to adapt to changes

• Identify ways to e� ectively integrate all forms of talent

• Promote strategic thinking of how talent is utilized and developed

Expected Outcomes of This WorkshopBy participating in this workshop, you will:

• Pro-actively navigate turbulence in the new world of work

• Rethink the boundaries of talent for better optimization

• Gain tactics for how to succeed with variable resources

• Develop empathy for all team roles and contributions

• Form deeper levels of integration with ALL talent



SAM

PLE

SAM

PLE


About This Facilitator GuideThis guide provides you with the information, techniques, materials, and processes you need to deliver this workshop in a face-to-face session, explicitly designed for facilitators.

Preparing for This SessionAt the Center for Creative Leadership (CCL®), we want you to be a successful facilitator of our Embracing Disruption Through Talent workshop. This guide provides you with the content, guidance, and tools to do that. However, much of your success will come from your customization of the material so that it aligns with the organizational goals, participants’ needs, and your own approach to facilitation. Success also comes from careful

preparation. Below are the steps you need to take before the workshop begins.

Invite the participants. Once you and the organization have decided on the delivery method, send an invitation to selected participants. Include the purpose of the workshop, the dates on which it will be held, the time, and the location. On the thumb drive is an example of an invitation you can send to participants.

Because you will be introducing concepts around Embracing Disruption Through Talent throughout this workshop, you will need to familiarize yourself with them.

Introduce the Embracing Disruption Through Talent workshop to participants. Approximately two weeks before the workshop (feel free to adjust the time frame for your situation), send the participants a more detailed communication about when and how the workshop will take place. You can send this introductory communication by email or set up a live online meeting with participants. This detailed communication should accomplish the following:

• Recon� rm details, such as the dates, time, and location.

• Ensure that you have enough participant kits for your workshop. The license for this workshop requires that each participant have their own participant kit supplied by CCL. To purchase additional participant kits, please contact CCL.

• Set participant expectations around the goals and outcomes.

• Explain how the workshop correlates with the organizational strategy for employee development.

• Provide logistical information participants may need, such as how to access online materials or a virtual

meeting room.




Show: Slide 1, Title Slide

Do:Think through table groupings. If working with intact teams,

be mindful of reporting relationships and disperse participants

accordingly. Additionally, consider factors which may limit comfort in

sharing with the larger group. Additionally, recognize current team roles. It is recommended that participants are

assigned roles within the experience which are di� erent from their roles back at work.

Prior to the start of the session, ensure all materials are accounted for and pre-set at each table group. Thirty

sheets of paper per table group. Tape is to be kept at the front of the room with the Facilitator.

Say:Welcome to the session! We appreciate each of you taking the time to be here to be here to explore how we may leverage

talent to address the disruptions that seem to be inevitable in our world of work.

IntroductionTime Requirement: 20 minutesMaterials Needed:

• Slides 1–3• Flipbook 1-2



1

Embracing Disruption

SAM

PLEFacilitator Kit: Facilitator Guide


Facilitator Kit: Whitepaper

SAM

PLE Executive Summary

Exponential change is at our doorstep. The World Economic Forum states that we are

on the brink of experiencing a Fourth Industrial Revolution. Some predict that we

will undergo changes in multiple aspects of our lives in the next five years on a scale

comparable to what we’ve experienced in the previous 50 years. We’re beginning to

see the early signs of the unprecedented velocity, scope, and impact of these changes

on the workplace.

In just a few short years, the talent landscape will look completely different. While the

specifics may vary by industry, no organization is immune to some of the major shifts

that are already underway. But by getting a better grasp of what’s coming and acting

on some of the insights outlined in this paper, you can ride the wave to a more agile

and prosperous future instead of being pulled under by the current.

Organizations that are able to ride this wave will position themselves to increase

engagement with all of their talent, elevate their employer brand, and gain access

to a larger talent pool. Additional benefits include reducing vulnerability to shifts in

the market by quickly realigning talent strategy, harnessing the diverse and dynamic

talent base to accelerate culture change, and thriving during talent shortages.

This white paper focuses on the effect that these rapid,

unpredictable, paradoxical, and tangled (RUPT) changes will

have on the talent landscape. It explores how organizations and

individual leaders can adapt to—and leverage—these changes

to turn what could otherwise be an overwhelming experience

into an opportunity to thrive amidst the turbulence.

RUPT is a term developed by CCL to describe the turbulence

that organizations and their leaders are challenged with in the

new world of work. RUPT is the root of words that are often

associated with this turbulence.

F

or example: Disrupt, Abrupt, Interrupt.


It’s important to ensure your talent portfolio matches your organization’s strategic needs rather than perpetuating what might be an outmoded approach out of habit. Just like diversifying your financial portfolio, there are important reasons to consider diversifying your talent portfolio.

Before venturing further, ask yourself the following questions about your talent that you might also ask about your financial investments:

• What are we trying to accomplish?• What is our risk tolerance?• What is the right mix of assets?• How do we anticipate and adjust to changes in the market?• How do we measure our performance, and the performance of our various talent?As you figure out what works best for your organization, also consider questions such as:• What are the technical and legal issues we should consider?• What cultural and structural issues might affect our approach?• Are there issues/opportunities unique to our industry to take into account?

Diversify Your Talent Portfolio Like Your Financial Portfolio


ContentsExecutive Summary

1

Everything is Changing

2

The Rise of the Gig Economy

4

Going Beyond the Bandage

6

Building and Managing a Talent Portfolio

8

Conclusion

12

About the Authors

13

Whitepaper explores how organizations and individual leaders can adapt to—and leverage—these changes to turn what could otherwise be an overwhelming experience into an opportunity to thrive amidst the turbulence.

If you think about “short-term talent” at all, chances are you think of it as a bandage to address

an immediate need. Using independent workers to cover a brief talent gap or when an occasional,

specialized skill is required might make sense, but this limited approach can leave a lot on the

table. There’s much more to be gained by taking a longer-term perspective on short-term talent.

This isn’t an exhaustive list and only touches on some of the possibilities for tapping into this

often underutilized source of talent. We encourage you to further imagine—and experiment

with—new approaches to getting the most out of your short-term talent.

Here are 5 ways your organization could take a wider view of short-term or independent talent:

1. Experts in Residence. Having a “secret weapon” for strategically important work, or

using outside talent to raise a team’s collective capabilities, could be a significant asset to

your organization.

2. Mentors for Hire. Consider finding someone who could nurture the skills of less

experienced employees to prepare them for bigger responsibilities.

3. Brand Ambassadors. Successful freelancers form strong networks with others in

their industry and/or profession, and if one of them has a positive experience with your

organization, it could help you tap into a whole pool of people who could dramatically

enhance your current capabilities. Of course, the opposite effect can also occur.

4. Cultural Catalysts. Finding someone who can bring an innovative mindset or exemplify a

particular set of values might help you make an important cultural shift.

5. Transitional Talent. The Rent-a-CXO concept is trending. An independent worker could

be the right move if your organization needs to grow rapidly without derailing or needs to

weather an unexpected transition.

This isn’t an exhaustive list and only touches on some of the possibilities for tapping into this

often underutilized source of talent. We encourage you to further imagine—and experiment

with—new approaches to getting the most out of your short-term talent.

Going Beyond the Bandage

6 ©2018 Center for Creative Leadership and Agility Consulting and Training, LLC. All rights reserved.

For the purposes of this white paper, we will focus primarily on No. 3.

Who does the work? and

How your thinking should shift when it comes to your talent portfolio.

How thework gets

done

Who does the

work

Whatdoes the

work

Tools formanaging

talent

When &where the work gets

done

Talent in the Digital Era—Everything’s Changing


WHITE PAPER

Redefining Talent For the New World of WorkStay Ahead of Change with Talent Portfolio AgilityTMBy: George Hallenbeck, Nicholas Horney, and Stephen Bateman

SAM

PLE

©2019 Center for Creative Leadership. All Rights Reserved. CVD10081910 10

Facilitator Kit: Role Cards

(Short-Term Talent)STT:

STT: Short-Term Talent

As short-term talent, you represent external talent brought in to get the job done. You are not included in strategic planning, but you do have skills that will contribute to the success of the team.

During Round 1 of this activity, you will be asked to step out during your team’s planning session. Upon returning to your team, take a passive role by following any instructions you are given and only contribute ideas or concerns if you are directly asked.


For example: If you are asked to do a task, even if you think there is a better way, just do it. On the other hand, if you are asked if you think this is the best way to get the job done, you can and should give input. If you are directly asked for your input, you may get the attention of one of the facilitators, and they will reveal an additional skill that you bring to the team. Avoid hinting to your teammates or alluding that they should ask you questions.

(Long-Term Talent)LTT:

LTT: Long-Term Talent

As long-term talent, you represent the core talent of

your team and are included in all strategic sessions.

You are the glue that holds the team together and

supports your manager to build direction.




Manager of the Team

As a manager of the team, you have complete

autonomy and final say on all decisions within

your team. You also have full responsibility

of the success and failure of your team.

©2019 Center for Creative Leadership. All Rights Reserved. SAM

PLE

SAM

PLE


SAM

PLEFacilitator Kit: Electronic Resources - Slide Deck

The Workshop Slide Deck helps participants connect to the material, gives key instructions when needed, and allows them to focus on the content.


How Agile is Your Talent?

Our Organization Has:• a clear talent strategy• the right talent strategy

to achieve our goals• a positive reputation

with high-potential talent

Our Team:• effectively obtains and utilizes talent• has a support in place to develop talent• has a support in place to onboard talent

My work…is changing at an exponential rate!

5



1


Agenda

3

1. The “Why?”

2. Agile paper towers experiential-four rounds with debriefs

3. Final experiential reflection

4. Application and tactics

5. Closing


Learning Goals & Outcomes

Goals:

• Understand the changing world of work


• Identify ways to effectively integrate all forms of talent


Outcomes:

• Proactively navigate turbulence in the new world of work





6


Experience Disruption

MANAGER LONG -TERM TALENT

SHORT-TERM TALENT

PRESIDENT OF ABC CO.

GOVERNMENT AGENCY

9

SAM

PLE


Support Videos

There are two Support Videos with each workshop featuring CCL experts. The first provides an overview of the intent and process of using Workshop Kits, while the second provides insight on the particular topic.

What do you do when the paradigm shifts? Lean in.

With the rise of the digital era and expanding gig economy, the how, where and who of work is changing at an unprecedented rate. Not only is the work we do on a daily basis becoming more team-based, project-based, and multi-disciplinary, our workplace ecosystems are also becoming increasingly global and virtual. So, how do you keep on track when disruption is prevalent?

Talent Agility: A New World of Work is an interactive workshop designed by the Center for Creative Leadership (CCL) that provides the tools and skills leaders need to successfully engage and integrate a diverse talent base. The workplace may be changing, but the talent is always there, whether they’re in the office or not. An agile talent philosophy will help you make the most of it.

It’s a brand new world out there. Let’s keep up the pace together.

DATE TIME

LOCATION

To register, contact XXXXXXXXXXXXXXX

Facilitator Kit: Electronic Resources

Every great course needs participants eager to learn. To help you recruit, we’ve provided editable Marketing Material Templates for a one-page overview and an e-mail that you can customize to your needs and organization. Your Name

Your address Address continued Your email address

[Click to select a date]

[Dear Facilitator – Please edit the text, as needed, and delete this bracketed text before sending. Pay par�cular aten�on to the highlighted sec�ons of the template. Those are areas that you will need to personalize with your own program’s informa�on.]

Dear [Recipient],

You have been selected to par�cipate in a workshop called Team Agility: A New World of Work, designed to help teams become more agile in the modern and constantly evolving workplace.

These days, change is occurring at an unprecedented rate, with day-to-day tasks becoming more team-based, mul�-disciplinary, and globally dispersed. So what can we do to make sure we remain successful through con�nuous upheaval? We accept that things will change, and then we adapt.

This highly engaging workshop created by the Center for Crea�ve Leadership (CCL) will help you beter understand this new workplace reality, and show you how to build the skills necessary to accomplish your goals through experien�al exercises and skill-building modules. During the workshop, we’ll explore different aspects of the new world of work, including topics such as:

• Effec�vely naviga�ng teams composed of diverse talent • Successfully leading teams comprised of a mix of internal and external talent, including tradi�onal staff, contract workers,

freelancers, interns, consultants, and virtual team members

Along with your fellow teammates, you will learn tac�cs to manage and interact with a variety of individual workplace styles, and develop a deeper, more cohesive integra�on of all team members.

We know your �me is valuable. Because this workshop is highly interac�ve and offers targeted learning techniques, you’ll be able to put what you learn to immediate use and see real, tangible results. Meet us at [loca�on] on [date and �me] for a deep dive into naviga�ng this new world.

Please respond to this email to confirm your atendance and I will send you a mee�ng invita�on with all the workshop details.

I look forward to seeing you there.

Warm regards, Your Name SA

MPLE

SAM

PLE


SAM

PLEEmbracing Disruption

Through Talent

3©2019 Center for Creative Leadership. All Rights Reserved.

Talent within your organization likely spans beyond the people on your org chart or within the four walls of a building. In addition to full-time and part-time employees, many organizations are using remote workers, contractors, vendors, and “gig” workers, as well as arti� cial intelligence (AI) and robotics to expand their talent options.

As each of these sources of talent is are incorporated into your organization, much of the burden to onboard and manage these talent pools falls on the shoulders of the full- and part-time talent that we refer to as long-term talent. To get work done more e� ciently, teams may need to rethink the approach used to interact with these talent pools. By thinking outside the box of current processes and structure, both teams and organizations will succeed in the new world of work.

What is Talent?

Participant Kit: Flipbook

SAM

PLE



Goals: Outcomes:• Understand the changing world

of work


• Identify ways to e� ectively integrate all forms of talent


• Proactively navigate turbulence in the new world of work






Embracing Disruption

SAM

PLE

SAM

PLEParticipant Kit: Flipbook


SAM

PLE6©2019 Center for Creative Leadership. All Rights Reserved.

Constant Disruption

Continual Agility

54 ©2019 Center for Creative Leadership. All Rights Reserved. October 10, 2019 3:32 PM

Remember gig workers are just people, motivated and inspired by the same things as full-time sta� , including a need to connect and belong.

Intentionally buildrelationships—

SAM

PLEParticipant Kit: Flipbook

Key Benefits:

• Built on proven CCL research and experience

• Effective, dynamic half-day workshops

• Everything you need is included

• Simple to implement

• Flexible – Choose one or multiple relevant topics

• Trainer support and service available

• No certification required

Additional Topics:

For additional topics, visit www.ccl.org/workshop-kits

Order today.To order CCL Workshop Kits or to learn more email [email protected] or call +1 336 545 2810.

Single-topic kits for your internal development.CCL’s Lead-It-Yourself Workshop Kits let your HR professionals or experienced team leaders scale up leadership development in simple, pre-packaged modules. That means we send you everything you need, then you deliver our proven, world-respected content. At your pace. In your space. Led by a familiar face.

SAM

PLE

http://www.ccl.org/workshop-kits

mailto: [email protected]

embracing disruption through talent...see samples on page 10 the role card set provides clarity to...

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