This Maven is a project manager with experience that spans quality improvement initiatives, non-profit event programming, clinical trials, and basic science research. She holds a MPH in Health Policy and Management from Boston University. She has over 8 years of exposure in various Boston healthcare settings including a safety net hospital, BSL-2 lab, and a comprehensive cancer center. She has over 5 years of experience working with external partners and stakeholders on clinical evidence based and quality improvement projects. She has been published as a collaborating member on papers published in the Journal of Pain and Symptom Management, JMIR Medical Informatics, among other journals.
2006 - 2008
Master of Public Health (MPH)
Health Policy and Management
1999 - 2003
Bachelor of Science (BS)
Human Physiology
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An open talent network is a powerful tool for businesses looking to optimize their workforce, reduce costs, and boost innovation.
In today’s rapidly evolving business landscape, companies are under constant pressure to innovate while managing costs efficiently. One effective strategy to achieve this balance is by leveraging an open talent network, which is an internal database that maps the expertise of current employees. By tapping into their own workforce’s knowledge and skills, businesses can unlock immense value, reducing reliance on external consultants and fostering a culture of innovation.
Companies spend significant amounts annually on external talent. For instance, the global contingent workforce management market was valued at $171.5 billion in 2021 and is projected to reach $465.2 billion by 2031, growing at a CAGR of 10.5%.
While external talent is sometimes necessary, many organizations overlook the rich reservoir of expertise within their own ranks. Implementing an internal expertise database offers several benefits:
An open talent network not only cuts costs but also fuels innovation. When employees collaborate across departments and projects, they bring fresh perspectives and insights that drive creative problem-solving. Companies with strong internal knowledge-sharing cultures are more likely to outperform their competitors in revenue growth. Benefits include:
Several enterprises have successfully harnessed their internal talent networks. For example:
To establish an effective open talent network, companies can:
As companies strive for agility and efficiency, open talent networks will become a cornerstone of modern workforce strategies. Organizations that harness the full potential of their internal talent will not only cut costs but also cultivate a culture of continuous learning, collaboration, and innovation. By adopting an open talent approach, businesses can future-proof their workforce, drive competitive advantage, and ensure they remain at the forefront of their industries. The question isn’t whether companies should leverage their internal expertise, it’s whether they can afford not to.
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