Third is advancing the talent roadmap, which includes intentional career pathing, internal mobility, and succession planning.
These translate into concrete actions, Clark explains.
For existing staff, it means personalized learning plans based on skill gaps and interest areas; stretch assignments across departments and functional units; and experimentation and learning.
And when hiring, Clark is increasingly seeking hybrid skill sets, “people who combine strategic thinking and a deep understanding of customer experience with strong technical acumen.”
Clark is also taking steps to increase AI and data literacy among her team members, promote cross-functional collaboration, and encourage agility and continuous learning.
“In an environment defined by constant change and growing ambiguity, we need technology professionals who are eager to learn, unlearn, and re-learn throughout their careers,” she says. “Curiosity and adaptability aren’t nice-to-haves; they’re core competencies. The most valuable staff are those who see change as an invitation to grow.”
