Mindsets and mobility

Key learnings

Create a more agile environment and more continuous feedback loops.

Systematically create career paths and succession plans.

Enable lateral and vertical mobility.

How can you change the organisational culture to shift people from a career-based (linear) path to a competence-based path?
In your onboarding processes, do you make explicit that the mindset is a learning mindset and the behaviours that are consequently expected from this mindset?
How do you put into place mechanisms to show employees' existing gaps and hints for learning to ensure mobility across functions?
How can people "learn by doing" in your organisation? And how is this way of learning valued compared to formal learning?
What relative importance do you give to certification and learning that is not certified?
How are you capturing data and metrics on talent, learning and career paths?
How do you ensure that the least qualified workers are also integrated into learning new mindsets?