Talent Management and Innovation

Talent Management and Innovation
from the Turning Good People Into Top Talent blog series

In his book, “Diffusion of Innovation,”  Everett Rogers describes the innovation adoption curve.
Rogers demonstrates that adopters of any new idea could be categorized as innovators (2.5%), early adopters (13.5%), late majority (34%( and laggards (16%).

When graphed mathematically, the rate of adoption forms a bell curve, illustrating a progressive change that starts with innovators , begins to rise with the early adopters, gains speed and mass with the early majority, levels off at the peak and then declines until only a few laggards still resist.

Applied to talent management, on the awareness scale, it has clearly risen rapidly to the top of the critical issues listed for global business.

However, although talent management is getting a lot of attention and media coverage, many organizations are still taking a “wait and see” approach.

As Rogers’ research illustrates, it appears difficult to be first or an innovator or early adopter—even when innovation is the only way to improve results and gain a market advantage.

But those who are willing to make the shift usually enjoy a distinct advantage; often referred to as the “the first mover’s advantage.”

What advantages is your organization forfeiting by not taking being an innovator or early adopter of the best practices approach to talent management?

Please comment below.


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