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The Multi-Site Leadership Playbook

Your site leaders shape culture, performance, and retention on every shift. Most were never taught how to lead. Here’s how to change that.

When AI changes a role, what happens to the person in it?

AI can change a role faster than most talent systems can respond. See how leading employers are making redeployment a real option.

How leading employers build workforce agility

How fast can %COMPANYNAME% redeploy talent when AI changes a role? Explore the four bets behind workforce agility in a new report from Marsh (formerly Mercer).

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[Playbook] Leading at Scale: A Playbook for Multi-Site Teams

How consistent is leadership across every site location? Get the playbook for one shared way of leading, at every store, plant, or branch.

Most organizations today are asking what AI can do for their work. The question of what it means for the workforce has led to two camps. Some are building the capacity to adapt to whatever comes next. Others are chasing short-term savings and leaving themselves exposed to the next disruption.  That divide is what Guild and Marsh set out to understand in our new whitepaper. We spoke with organizations about how they’re navigating AI and workforce change. The ones pulling ahead share some common traits, including how they think about redeploying talent freed up by AI, where they put their investment dollars, which skills they prioritize, and how much agency they give their people.   But the most striking finding was that most of these companies didn’t start building agility because of AI. They’d been building it for years, and when AI arrived, it found them ready.   Agility is a muscle that takes time to build. Organizations that haven’t started yet are behind, and at some point very soon there will be no catching up. This paper breaks down what separates the two groups, and acts as a playbook for building and growing workforce agility.   Link to the full report is in the comments.

I love digging into research, and four numbers from The Agility Gap, Guild’s new report featuring insights from Marsh, stood out to me: • 65% of organizations expect at least one in five jobs to require reskilling or redeployment within two years. • Only 41% of executives believe their workforce is highly adaptable. • Just 27% of HR leaders say their reskilling programs are helping employees adapt to AI-driven change. • 79% of employees are counting on their employer to prepare them if their job changes. That last number is the one I keep coming back to. People are looking to their employers to help them prepare. As leaders, we need to take that seriously. We cannot wait until a role is disrupted to figure out what comes next. We need to help people build new skills, understand where those skills can take them, and connect them to the roles our businesses need. Employers like Target, AdventHealth, Rocket, and OSF HealthCare are already doing this work, connecting learning to opportunities within their organizations. We will not predict every change AI brings. But we can do more now to prepare our people and our businesses for it. Read the full report here  https://bit.ly/4ylHrto

[Report] The Agility Gap

I’ve seen on my own teams how AI can create space for people to focus on more creative work, help projects move faster, and open new possibilities for growth. But to realize its full potential, organizations need the governance, skills, and learning infrastructure to bring their people along. The data in Guild's new report, The Agility Gap, featuring insights from Marsh People Solutions, reinforces this: when HR actively shapes AI strategy, companies are nearly 3x more likely to have the right governance, more than 2x more likely to have the skills to deploy AI at scale, and 3.5x more likely to share AI training effectively across the enterprise. HR needs to be involved early, connecting technology decisions to talent ones: how roles will evolve, what skills people will need, and how employees will be empowered through the change. You can find the full report here:  https://bit.ly/4dyS7gL

The Agility Gap: New research from Marsh (formerly Mercer)

What would it take for %COMPANYNAME% to adapt faster? New research from Marsh and Guild explores four bets enterprises are making for workforce agility.

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