Anne Fulton, CEO of Fuel50, talks the 2020 Talent Challenge: Talent Strategies for a Disrupted World at the HR Leaders' Forum in Sydney (February 2018).

1. The 2020 Talent Challenge
TALENT STRATEGIES FOR A DISRUPTED
WORLD
Anne Fulton
CEO / CO -FOUNDER
FUEL50 | WWW.FUEL50.COM

2. Employee experience
in the workplace
“Disruption is here. You are either the disruptor
or the disrupted. I would argue that engagement
and career opportunities are more important
during these times of turmoil.”
– Aatari
Chaos New Normal

3. 3
WHEN YOU GROW UP?
WHAT DO YOU WANT TO BE

4. 4

5. 5
70% of young people
But the reality is…
IN JOBS THAT WILL BE
currently enter the workforce
’radically affected
by automation’

6. 6
due to mechanized robots (humanoid or drone-shaped) and AI software
Automation
is predicted to eliminate
6% of jobs
in the U.S. in the next five years

7. 7
Jobs at risk of automation
THE WORLD OF WORK IS CHANGING …
TELEMARKETER TRUCK DRIVER POSTAL
SERVICE
TRAVEL AGENT FISHERMAN
FARMER LIBRARIAN PILOT TAXI/UBER
DRIVER
BANK TELLER

8. 8
Are concerned about becoming obsolete in just 3-5 years
45%
almost 50%
73%
Among 4,000 senior decision
SO SHOULD WE BE WORRIED?
Don’t know what their industry will look like in just three years’ time
Believe they need to be more ‘digital’ to succeed in the future.
makers globally…

9. 10

10. 11
70% of high retention
risk employees say they
have to leave to advance
their careers
WILLIS TOWERS WATSON

11. n=8,500
Source:CEB2015CareersEmployeeSurvey
The 2020 career challenge:
A disrupted career landscape
Positionseniority
Tenure

12. 13
Design careers around experiences,
not positions, to increase satisfaction
CEB (2015)
Careers designed aroundpositions Careers designed aroundexperiences
n = 8,550
11%
24%

13. 14
CAREER ENGAGEMENT BENCHMARKING
RESEARCH, FUEL50 (2016)
On-the-job development
opportunities such as
lateral moves increase
engagement by up to 30%
Talent leverage

14. Fuelling workforce agility through career pathing @careerengager #fuel50
Redefining the career experience
Talent Agility for a 2020 world

15. 17
Individuals
need individualized
career propositions.

16. WorkFit Talents
Values
Personalized
career value
propositions.

17. 19
The traditional 9-box
is not delivering workforce agility
Talent risk
Low performer
Low potential
Solid professional
Moderate performer
Low potential
High professional
High performer
Low potential
Inconsistent player
Low performer
Moderate potential
Key player
Moderate performer
Moderate potential
Current star
High performer
Moderate potential
Rough-diamond
Low performer
High potential
Future star
Moderate performer
High potential
Consistent star
High performer
High potential
Potential
Performance

18. 20
Performance
A new model for
succession planning

19. 21
Talents-based career pathing
Fuel50 Performance vs Passion talent matrix
Talents to avoid using Potential talent
Investment talent
Grow this
Marketable talent Emerging talent Motivated talent
Marketable talent Talent to leverage Talent sweet spot
Performance“Iamgoodatthis”
Passion “I love to do this”

20. CareerEngagementGroup
Best in class
career engagement
benchmarking research

21. CareerEngagementGroup
• Identified aspirational career practices
• Invited Senior HR practitioners from
around the globe to participate
• Over 100 respondents
• US, UK, Australia and NZ
What we did

22. CareerEngagementGroup
High level benchmarking
research findings

23. CareerEngagementGroup
A best in class career
engagement model
Employee empowerment
Leaderenablement
Organizationalexecution
Communication
Capability
Compatibility
Contribution
Career
engagement
ROI Outcomes
• Decreasedabsenteeism
• Reducedattrition
• Reducedhiringcosts
• Increasedcustomer
• satisfaction
• Increasedcustomerloyalty
• Increasedproductivityper
employee
• Increasedrevenueper
employee
• Increasedinnovation
• Increasedinternalmobility
• Increasedabilitytofillkey
rolesinternally
• ImprovedROIontalent
investments
• Increasedpromotionrate

24. CareerEngagementGroup
Organizations with the highest
career benchmarking score also had:
 Reduced recruiting costs
 Lower absenteeism
 Reduced turnover
 Increased ability to recruit internally
 Higher revenue growth per employee

25. CareerEngagementGroup
Employee empowerment
Leader enablement
Organizational execution
Pillars of engagement
The 3 E’s of career engagement

26. CareerEngagementGroup
#1 Invest in talent mobility
#2 Build an agile career development mind set
#3 Enable careers at all levels
#4 Empower managers to become talent champions
#5 Build leader coaching capability
#6 Increase visibility of talents and career paths
Our top 6 best in class practices

27. CareerEngagementGroup
Best in class career practices
deliver business results

28. 32
RAISING ENGAGEMENT PERFORMANCE | ROI outcomes

29. CareerEngagementGroup
Career pathing is the why

30. CareerEngagementGroup
Career pathing is
talent management’s new frontier
Recruiting On-boarding Performance SuccessionLearningMobility
Career pathing
Career pathing
The neglected piece of the HR tech landscape

31. 36
The Career
1 . A T T R A C T
6 . S T A Y A G I L E
3 .
PATHING
2 . O N B O A R D
7 . S T A Y , L E A V E , C O M E B A C K5 . P E R F O R M A N C E
4 . G R O W I N R O L E
Experience
Why would I
join?
A personalized
career value
proposition
FuelValues
Is this the
right fit for
me?
FuelValues
How can I
grow my
career here?
Fuel
Pathways –
pre hire fit
and visibility
to future path
Custom
Career Value
Propositions
Review
Values Fit
TalentFit
Team Fit
Values &
Purpose
Alignment
Toolkits
FuelPathing
Find my future
role
FuelChat
Get live real-
time career
advice
FuelGoals
Create my
Learning
Growth Map
FuelFit
Check my Fit
& Gaps for
Aspirational
Roles
FuelCoach
Find a
coach
FuelMentor
Mentor
matching
FuelGig
Find a
Learning
Gig
FuelGig
Experience
Marketplace
FuelGig
Find a
Stretch
Assignment
Fuel
Feedback
Get 360
feedback
FuelGoals
Performance
Conversation
Tools
FuelCoaching
Team Insight
and Coaching
Tools
FuelAgility
For Talent
Mobility
FuelGig
For agile
teaming
FuelRetention
Retention Risk
Indicator
FuelLeaders
Targeted Stay
Conversations
FuelGig
Find External
Secondments
Alumni Career Portal
Keep my talents live ,
searchable and
marketable to the
business
Map with Fuel50
A L I G N

32. The employee experience…
Growth ConversationsStretch Coaches
Talent enablement market place
Pathing Gigs Learning Paths

33. Anne Fulton
CEO / CO-FOUNDER, FUEL50
JOIN THE CAREER EXPERIENCE REVOLUTION
go.fuel50.com/join
SUBSCRIBE TO OUR #CAREERLABCOMMUNITY