Are you currently putting more effort into attracting talent or developing talent?

Talent Management & PerformanceTalent Sourcing & Hiring

Attracting talent60%

Developing talent39%

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Retired - Former Executive Advisor, CEO / CIO in Manufacturing2 years ago

“Train people well enough so they can leave, treat them well enough so they don't want to.”

― Richard Branson

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What are the fundamental leadership capabilities that are needed for an era of exponential technology and AI innovation?

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I’m exploring the concept of skills-based hiring. In recent years, we’ve seen organizations like Google placing more emphasis on relevant experience and practical skills rather than academic qualifications.

Has anyone here explored or implemented this approach in their organization? Would love to hear your thoughts or suggestions on the best way to approach skills-based hiring, especially in balancing it with traditional requirements.

What would you say is the key component of your Security Awareness Program?

Video Training17%

Phishing Simulations63%

Infographics12%

Gaming5%

Other (please share below)

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We are in the middle of redesigning our leadership development program and are having a debate about if the cohorts should be made up the same teams (So a VP and their Directors, Directors and their managers, etc) or if the cohorts should be cross-functional with limited consideration given to reporting relationships. The cohorts would run 6-18 months depending on the track.

Has anyone done cohort-based learning where a leadership team did it all together? What were pros and cons vs a more random cross-functional cohort?

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Does anyone on your team(s) have a DevSecOps certification?

Yes, multiple people32%

Yes, one person48%

No18%

Not sure1%

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