Still Building Tomorrow’s Leaders with Yesterday’s Playbook?

Are You Growing Talent—or Just Filling Seats?

Have you ever felt that your leadership style might be falling short, leaving your team detached and your organization stuck in old habits? If you’re nodding along, you’re not alone. Today, we will look into the transformative power of the 6B’s of Strategic Workforce Management—a framework that not only rethinks how we manage talent but also changes our approach to leadership.

One of the leading FMCG companies in Mumbai, faced a critical challenge—its speedy expansion required skilled talent in digital marketing and supply chain innovation. Instead of relying solely on hiring, the company applied the 6B’s strategy to build a future-ready workforce.

Buy: They recruited experienced e-commerce specialists to lead digital transformation.
Build: Existing employees were trained in data analytics and AI-driven supply chain management.
Borrow: Short-term consultants were hired to streamline operations.
Bind: High performers were rewarded with career development programs to ensure retention.
Boost: Employees showing strong leadership potential were given mentorship and leadership training.
Bounce: Non-performers were either reassigned to better-suited roles or phased out.

Outcome: Within a year, the company improved online sales by 35%, optimized supply chain efficiency, and successfully built a leadership pipeline, ensuring long-term business growth.

The 6B’s: A New Lens on Talent Management

In the business world, aligning people strategy with organizational goals is more critical than ever. Traditional leadership models often overlook one key component: strategic workforce management. The 6B’s framework offers a fresh and complete approach that places human capital front and centre in your leadership journey. Here’s a closer look at each of these elements, along with actionable tips and relatable examples that speak directly to the business context.

1) Buy: Scouting and Acquiring New Talent

What It Means: The “Buy” element focuses on acquiring the necessary skills and talent from outside your

organization. It’s about scanning the external environment and recruiting individuals who bring fresh perspectives and new ideas.

In Practice: Imagine a growing tech startup in Bangalore. The company recognizes that in order to scale quickly, it must recruit highly skilled professionals who are well-versed in emerging technologies. By hiring experts from different backgrounds, the company not only gains technical proficiency but also infuses advanced thinking into its culture.

Actionable Tip: Focus on creating an engaging employer brand. Leverage social media, industry events, and employee testimonials to attract talent. Always be on the lookout for opportunities to partner with top universities and tech hubs. Remember, a distinct team can often be the catalyst for breakthrough ideas.

2) Build: Developing Internal Talent

What It Means: “Build” is about investing in your current employees. Instead of always looking outward, you cultivate the skills and capabilities of your own workforce, paving the way for long-term success.

In Practice: Consider a leading manufacturing firm in Pune. The company identifies that some of its senior technicians have the potential to become future leaders. Instead of recruiting externally, the firm rolls out training programs and mentorship initiatives. This not only promotes loyalty but also ensures that critical operational knowledge stays within the organization.

Actionable Tip: Implement regular skills gap analyses and invest in continuous learning. Encourage a culture of knowledge sharing. By mapping out career paths and providing training, you empower employees to take on more responsibility and drive improvement from within.

3) Borrow: Leveraging External Expertise Temporarily

What It Means: Sometimes, the talent you need isn’t required on a permanent basis. “Borrow” means bringing in consultants or outsourcing certain functions to address short-term needs or specialized projects.

In Practice: Picture a small retail chain in Delhi that wants to implement a new digital strategy but lacks the in-house expertise. By hiring an experienced digital marketing consultant on a contractual basis, the company can effectively navigate the transition without the long-term cost of a full-time hire.

Actionable Tip: When choosing to borrow talent, ensure clear contracts are drafted with defined goals and timelines. This approach not only provides flexibility but also allows your core team to learn from the external experts, potentially building new capabilities in the process.

4) Bind: Retaining Top Talent

What It Means: “Bind” emphasizes the importance of retaining your key performers. After all, acquiring or developing talent is only half the battle; keeping that talent motivated and loyal is crucial.

In Practice: Think of a renowned IT company in Hyderabad. Once it has recruited top talent, the company invests heavily in creating a supportive culture—offering competitive compensation, career growth opportunities, and regular feedback. Leaders take time to understand what each employee values, from flexible working hours to professional development programs, ensuring that the best minds stick around.

Actionable Tip: Develop a retention strategy that includes regular performance reviews, career coaching, and meaningful recognition programs. Promote a positive work environment where employees feel heard and valued. Remember, loyalty isn’t bought with golden handcuffs; it’s built with trust, respect, and genuine investment in your people.

5) Boost: Accelerating the Development of High Potentials

What It Means: “Boost” is about identifying your critical skills and high-potential employees, then fast-tracking their development to prepare them for future leadership roles.

In Practice: Consider an FMCG company in Mumbai that carefully evaluates both the performance and potential of its employees. Those who excel in their current roles and demonstrate strong leadership capabilities are entrusted with special projects, receive advanced leadership training, and are paired with mentors. This targeted approach prepares high-performing individuals to take on future leadership roles when the opportunity arises.

Actionable Tip: Adopt performance management tools that allow you to map talent and potential effectively. Offer tailored development programs and set clear milestones. Encourage a culture of continuous improvement, where employees are both challenged and supported in their growth journey.

6) Bounce: Reassessing and Realigning Talent

What It Means: Finally, “Bounce” involves letting go of talent that no longer fits the organization’s evolving needs. It’s a strategy of graceful exit—freeing up resources to bring in or develop the right skills for the future.

In Practice: An example could be a family-run business in Gujarat undergoing digital transformation. As part of its strategic realignment, the business identifies roles that are no longer relevant and redeploys or, if necessary, parts ways with personnel in a respectful manner. This ensures that the team remains agile and focused on future growth.

Actionable Tip: Regularly review your organizational structure and performance metrics. Develop clear policies for managing transitions, whether it’s through retraining, reassignments, or exits. Handle departures with empathy and professionalism—this not only maintains morale but also upholds the reputation of your organization.

Usage:

While the 6B’s framework—Buy, Build, Borrow, Bind, Boost, and Bounce—is widely recognized in strategic workforce planning, specific public case studies detailing its comprehensive implementation by companies are limited. However, many organizations adopt similar multifaceted talent management strategies that align with the principles of the 6B’s to address their workforce needs effectively.

For instance, Microsoft is renowned for its robust talent management practices. The company combines external recruitment (Buy) with substantial internal development programs (Build), such as their LEAP Engineering Acceleration Program, which upskills employees for advanced technical roles. Additionally, Microsoft engages external consultants (Borrow) for specialized projects and emphasizes employee retention (Bind) through competitive benefits and a supportive work environment. High-potential employees are identified and provided with accelerated career paths (Boost), while underperforming staff may be transitioned out or reassigned to more suitable roles (Bounce). These practices reflect elements of the 6B’s framework, contributing to Microsoft’s sustained success.

Similarly, Unilever, a global FMCG leader, employs a comprehensive talent strategy that mirrors the 6B’s approach. They recruit top talent globally (Buy), invest heavily in leadership development programs (Build), collaborate with external experts for innovation projects (Borrow), and focus on retaining key talent through career progression opportunities (Bind). Unilever also accelerates the growth of high-potential employees (Boost) and manages workforce transitions effectively to maintain organizational agility (Bounce).

A Thought to Ponder

As leaders, embracing change isn’t just about keeping up—it’s about staying ahead. The 6B’s framework challenges us to reimagine our approach to talent management, making strategic

decisions that resonate with our organizational vision and the dynamic Indian business environment.

Winston Churchill once said, “To improve is to change; to be perfect is to change often.”

Your Leadership Journey

Strategic Workforce Management is more than just a buzzword; it’s a holistic approach to aligning your people strategy with your organizational goals. Whether you’re hiring fresh talent, investing in your team, or making tough decisions about restructuring, the 6B’s provide a clear roadmap for sustainable growth and innovation.

As you reflect on your current practices, ask yourself:

Are you proactively acquiring the skills needed for tomorrow’s challenges?
How well are you developing and nurturing your internal talent?
Do you have the right strategies in place for retaining your key performers?
Are you making informed decisions about when to seek external expertise or even let go of outdated practices?

These questions are the first step toward a more dynamic, agile, and human-centric approach to leadership. Embrace the 6B’s, and you’ll not only direct your organization towards success but also create a work environment where every individual feels empowered to contribute their best.