On the cloud, and counting

Today - electricity, enterprise email provider & online CRM are on your service payment list, served from the cloud.

Hiring talent is world’s oldest way of managing innovation. And way back, people figured out that talent could be also hired as-and-when needed & for-the-time it is needed

Moving on from there, a new revolution is taking place. Innovation is now open.

Following is the direction; a typical senior management has started thinking.

1) I do not need the best talent, I need the right talent.
2) I do not need the right talent forever, I need it for now and I don’t know when next.
3) I do not want to go attempt and search the right talent, I want the right one to approach me.
4) I do not want to keep paying for something with a probability of not meeting my expectations.

If you closely look at this new mindset, you will find it to be a win-win for both the sides.

a) Global pool of talent – The long tail phenomenon, the right talent you are after may not be the most visible or present is the most obvious place, or part of the best and biggest groups. Innovation intermediaries are now connecting your enterprises with the right talent across the world.
b) Customers – are obviously the best source of intelligence on how they can be served better. And when they are served better, then chances of lot many more customers feeling the same is high, directly affecting your business growth. It is becoming increasingly important to connect with your customers, not as an event, but to stay connected.
c) Research vendors – are opening up for a partnership which is not a fixed price contract for doing research, the outcome based contracts are on the rise. Also enterprises are tying up with multiple research vendors, and research vendors working for more clients simultaneously, as a result both sides increasing the chances of hitting the plum.
d) Academia – Most of the academia are happy to be associated with the enterprises on the relevant subjects. You won’t find an innovative enterprise not having few associations for tapping the talent in academia.

These are the things lined up for your next cloud.

The world never stops, the ones perceived to be the best, give way for better ones.

Tip is – go tap it.

Utilize the latent talent

Every organization has talent, which is more diverse than the roles available and assigned to an individual employee.

Every organization has a purpose to fulfil and obviously the roles are derived from that end purpose in mind and assigned top down. Though there is nothing wrong in this approach and nor does it need to change, this approach does not utilize the hidden talent of your employees, at times it could be a wrong assignment of a role; which is difficult to get rid overnight, and sometimes it is the absence of right encouragement which stops the employee from opening up.

Bigger problem though is the lack of realization, both on employers and employees part, that the talent is right there. Organizations constantly are trying to reduce the existence of this problem and many have succeeded to some extent. It is a quest to leverage what they own and pay for, pick the brains of their employees and convert that non time consuming sparks into revenue generation offering or a cost saving process.


“Obviously, the highest type of efficiency is that which can utilize existing material to the best advantage” - Jawaharlal Nehru