R3


Revenue It is impossible to compete effectively for clients and talent when a disproportionate number of those hired do not have a shot at the leadership positions. The organization that ignores this important fact risks losing market share, business opportunities and revenues, and the best and the brightest professionals to those who address this issue more effectively. Changing demographics of our population and the global nature of our economic lives impact the pool of talent graduating from the best colleges, universities and graduate schools and those making purchasing decisions. An organization with leaders who do not reflect these changes does not have the diversity of leadership required for success in today's world. Retention Losing trained and talented employees is expensive for an organization and disruptive to its clients and other employees. Retention of the right people requires a strategic focus on providing opportunities for substantive and professional skill development, as well as personal growth. Developing talent so employees are ready for the stretch assignment and promotion and are able to effectively contribute to the strategic goals of the organization creates a win-win. Recruitment Talent seeks an environment where they can contribute, be valued, grow, and get opportunities and feedback. The leaders of an organization communicate their organization's culture with regard to these topics by: what they do, not what they say, diversity in the leadership ranks, succession planning that is transparent and includes a diverse group, systems for distribution of high visibility assignments and opportunities to stretch, develop skill sets, and get visibility, and policies and programs promulgated internally and externally that are viable. Being a best-in-class place to work requires a top-down commitment to the creation of an environment where a diverse group of people succeed and lead.

Revenue
It is impossible to compete effectively for clients and talent when a disproportionate number of those hired do not have a shot at the leadership positions. The organization that ignores this important fact risks losing market share, business opportunities and revenues, and the best and the brightest professionals to those who address this issue more effectively.

Changing demographics of our population and the global nature of our economic lives impact the pool of talent graduating from the best colleges, universities and graduate schools and those making purchasing decisions. An organization with leaders who do not reflect these changes does not have the diversity of leadership required for success in today's world.

Retention
Losing trained and talented employees is expensive for an organization and disruptive to its clients and other employees. Retention of the right people requires a strategic focus on providing opportunities for substantive and professional skill development, as well as personal growth. Developing talent so employees are ready for the stretch assignment and promotion and are able to effectively contribute to the strategic goals of the organization creates a win-win.

Recruitment
Talent seeks an environment where they can

contribute,
be valued,
grow, and
get opportunities and feedback.

The leaders of an organization communicate their organization's culture with regard to these topics by:

what they do, not what they say,
diversity in the leadership ranks,
succession planning that is transparent and includes a diverse group,
systems for distribution of high visibility assignments and opportunities to stretch, develop skill sets, and get visibility, and
policies and programs promulgated internally and externally that are viable.

Being a best-in-class place to work requires a top-down commitment to the creation of an environment where a diverse group of people succeed and lead.