Before the digital age, the corporate talent factories were almost exclusively large companies, such as General Electric and Procter & Gamble, that devoted significant resources to develop managers. Today, corporate America is increasingly looking for flexibility, entrepreneurship, and innovation in future leaders. That's shifting the advantage to companies like Starbucks that have built agility into their culture (page 11) and even pushing insular ones like GE to widen their recruiting (page 12). While classic managers are still very much in style in China (page 14), demand for new-age positions like diversity manager, chief medical officer, or even vice president of remote experience (page 13) is proliferating. "There's a whole new level of assessment that has come into play post-Covid," says Gretchen Crist, a recruiter at RSR Partners. "Is the executive you are considering crisis-tested? Do they have the ability to lead in a virtual world? Can they reinvent in real time? Are they a flexible thinker? It's a whole other element of evaluating talent."
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