Eren Ikiz

We are changing, but are we progressing? Running to Standstill is an insight into how to thrive in an ever-changing world. Change is disruptive and painful, and we endure these challenges with the mantra "No pain, no gain." We are doing our best to adopt all these changes relentlessly. However, the question is whether adapting to change enables us to thrive in today's ever-changing world. Despite their hard work, millions of people and thousands of companies are working hard to get there but are running to a standstill. Working hard, meeting our targets, learning new things, working on our weaknesses, and adapting to change are all necessities in this era. Doing nothing will take you out of this game, whereas doing all of them will keep you in the race but not make you the leader. Either an organization or an individual is in change; we will discuss why hard work alone isn't enough to excel and introduce a four-step approach to success amidst change.

Many companies are experiencing unforeseen high numbers of turnover these days. An unprecedented recruitment, hiring and onboarding process is hammering HR departments. And what happens tomorrow? They leave, and everything starts over again. This effort is basically trying to fill in a leaking bucket. As the turnover increases, the know-how flies away, loyalty and the company culture diminishes while the budgets soar, and there will always be somebody out there to pay a couple of bucks more for these people. In our talk, we will address how to win this race. First, discuss if turnover is really mortal. Then, we'll talk about the importance of keeping the different silos of Talent. As the crowd follows the preacher, we'll converse about culture, leadership, motivation, empowerment and providing the employees with the opportunity to seize their own future potential.

Performance vs. Potential was the main concept in Talent Management, but why are we having so many problems with this approach, mostly with HR taking the blame? Wasn’t it supposed to increase motivation and employee retention in the organization? We'll begin by discussing the 9-box talent management concept and its pitfalls. We will discuss how to treat the people in each box. The traditional system often fails to recognize valuable non-leadership talent, leading to losing key employees. Our managers, who are the main drivers of the daily operations, and our experts, who are the major problem solvers in the organization, are not considered talents if they do not have the leadership perspective and vision. This session introduces a three-dimensional approach, mapping employees without leadership potential onto a talent scheme, thus better identifying and nurturing all types of talent within the organization.