The world of work is changing rapidly, and this swift pace of change is forcing employers to rethink the kind of talent they need within their organizations. Traits like curiosity, innovation, agility, flexibility, and problem-solving are now more in demand than ever.

However, despite the desire to attract and retain individuals with these qualities, traditional recruiting processes can often repel them, and talent management strategies may overlook those who are already part of the organization. Retaining such high-value talent is also a significant challenge.

So, what do organizations need to do to hire and retain the change catalysts and innovators they seek more effectively? And how can they better identify those already in their workforce?

My guests this week are Tracey Lovejoy and Shannon Lucas from Catalyst Constellations. Tracey and Shannon define catalysts as the visionaries within an organization who quickly process information, translate it into actionable opportunities, and are relentless in driving positive change. They have a vast amount of insight to share with employers about identifying and nurturing catalysts and lots of advice for catalysts themselves around managing their careers and reducing burnout.

In the interview, we discuss: 

What is a catalyst, and what do they have in common

Seeing risk differently

Identifying the catalysts in your business

The importance of organizational context

Repurposing recruiting processes for diversity of thought

New ways of thinking about Talent Management

Breaking down silos and getting stuff done

Work trauma

Dealing with burnout

What does the future of work look like?


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