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Almost half (47%) of job seekers are looking for opportunities through external platforms, and just 8% are looking on internal platforms, according to the latest findings from our Global Workforce of the Future whitepaper. This should be a wake-up call. It’s time for employers to re-imagine internal mobility by fostering a culture of empowerment and development that embraces nonlinear career paths, regular career conversations, and career transformation coaching.
Internal mobility is a key strategy for navigating turbulent times. It allows organizations to quickly adapt to evolving market conditions, ensuring their survival and competitiveness. Moreover, fostering internal mobility increases employee engagement, retention, and talent development. In the face of ongoing disruptions and the increasing demand for agile workforce strategies, internal mobility is essential for businesses to thrive.
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Stephanie Morris
Head of Sales, NA Leadership Development
LHH
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Stephanie Morris is the Head of Sales for LHH’s North America Leadership Development practice. With a master’s degree in Industrial/Organizational Psychology and over thirty years in the human capital consulting space, Stephanie has advised and helped numerous organizations align talent strategies to drive business priorities. Her passion lies in working closely with clients to architect solutions with particular focus on illuminating insights from psychometric assessments and building leadership development experiences. Stephanie recently shifted gears from leading the consulting group to now leading sales and has found yet another passion to add to the list – leading, supporting and collaborating with seasoned sales professionals! When schedule permits, Stephanie enjoys visiting her four children, traveling from Chicago to France!
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Meredith Krupic
SVP, Area Director
LHH
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Adam Alexander
Career Mobility Solutions Partner
LHH
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Studies show that more than two-thirds of employees are not satisfied with career prospects at their company, and do not know the best ways to develop their skills for the roles of the future. Unfortunately, less than a third of all employees state that their organization’s culture supports a culture of mobility. While senior leaders believe they are doing a good job of providing resources for career and skills development for their organization, the employees they lead are just as certain they are not getting the opportunities they need to learn and grow into new roles. This is a disconnect with significant potential impacts to addressing an organizations talent needs of the future.
For almost 20 years, Adam has worked with hundreds of organizations in various industries to implement systemic approaches to support effective internal career mobility - empowering employees to take control of their career paths, motivating managers to become talent developers, and drive higher levels of engagement and retention. Adam has allowed organizations to successfully deliver both strategic and just-in-time career mobility to address the ever-changing marketplace for talent, and to align the organizational needs and individual goals and aspirations.
As organizations realize that the skill sets of their current workforce are becoming out of sync with future roles, Adam delivers guidance and expertise to support their efforts to shift their talent strategy – through the right combination of career development, redeployment and career readiness – from a workforce that may be replaceable to one that is continually renewable.
