by Patty Gaul
Originally published: March 1, 2017
To build a talent pipeline, start now, make it a priority, and measure frequently.
With the retirement of Baby Boomers and with so much talk about the expectations of Millennials in the workplace, talent development professionals rightfully have many questions. How can our company keep its high potentials? How and where do Millennials see themselves in the workplace? How can organizations gain a competitive edge by ensuring that their talent pipeline is secure well into the future?
To get some insight on these questions, TD magazine spoke with Michael G. Winston, an author with more than 30 years of executive experience as a business leader, change agent, and organization strategist. Winston has been named one of the “100 Most Influential Thinkers on Leadership in the World” by Leadership Excellence. As former Qualcomm CEO John E. Major wrote in a testimony for Winston’s book, World-Class Performance: The Commitment: The Pursuit: The Achievement, “There are no bad businesses; just management teams through lack of vision and leadership that fail to exploit the opportunity that lies before them.”