Harvard Case - Deloitte's Pixel (A): Consulting with Open Talent
"Deloitte's Pixel (A): Consulting with Open Talent" Harvard business case study is written by Michael L. Tushman, John Winsor, Kerry Herman. It deals with the challenges in the field of General Management. The case study is 23 page(s) long and it was first published on : Jun 1, 2020
At Fern Fort University, we recommend that Deloitte's Pixel initiative embraces a strategic approach to managing its open talent pool. This includes developing a robust framework for talent acquisition, engagement, and performance evaluation. By leveraging technology and analytics, Deloitte can foster a culture of collaboration and innovation, ensuring the initiative aligns with its core values and contributes to its long-term success.
2. Background
Deloitte's Pixel initiative aims to leverage the power of open talent, a pool of skilled individuals outside the traditional workforce, to address project-based needs and drive innovation. This case study focuses on the initial stages of the initiative, exploring the challenges and opportunities associated with managing a diverse and geographically dispersed talent pool.
The main protagonists are:
- David Schatsky: Deloitte's Managing Director of Innovation, leading the Pixel initiative.
- The Pixel Team: A group of Deloitte consultants tasked with building and managing the Pixel platform.
- The Open Talent Pool: A diverse group of individuals with specialized skills and expertise, offering their services on a project-based basis.
3. Analysis of the Case Study
This case study can be analyzed through the lens of several frameworks, including:
- Strategic Framework: Deloitte's Pixel initiative aligns with its broader strategic goal of fostering innovation and agility in the face of a rapidly evolving business landscape. The initiative leverages the power of open talent to address project-specific needs, allowing Deloitte to access specialized skills and expertise on demand.
- Talent Management Framework: The success of the Pixel initiative hinges on effective talent management practices. This includes robust recruitment processes, clear performance metrics, and a system for incentivizing and retaining top talent.
- Technology and Analytics Framework: The Pixel platform relies heavily on technology and analytics to connect talent with opportunities, manage projects, and track performance. This requires a robust IT infrastructure and a data-driven approach to decision-making.
- Organizational Culture Framework: The success of the Pixel initiative depends on fostering a culture of collaboration and openness within Deloitte. This requires a shift in mindset and a willingness to embrace new ways of working.
4. Recommendations
To ensure the success of Deloitte's Pixel initiative, we recommend the following:
Develop a Comprehensive Talent Acquisition Strategy:
- Implement a multi-channel recruitment strategy to attract a diverse pool of talent.
- Leverage online platforms, professional networks, and industry events to reach potential candidates.
- Develop a clear and concise value proposition that highlights the benefits of working with Deloitte through the Pixel platform.
Create a Robust Performance Evaluation Framework:
- Establish clear performance metrics for each project, aligning with Deloitte's overall goals and objectives.
- Implement a system for tracking and evaluating individual and team performance.
- Provide regular feedback to open talent, fostering continuous improvement and development.
Foster a Culture of Collaboration and Innovation:
- Encourage open communication and knowledge sharing between Deloitte employees and open talent.
- Implement a collaborative platform for project management and communication.
- Foster a culture of trust and respect, recognizing the value of diverse perspectives.
Leverage Technology and Analytics:
- Invest in a robust IT infrastructure to support the Pixel platform and ensure seamless communication and collaboration.
- Utilize data analytics to identify talent trends, optimize project allocation, and track performance.
- Leverage AI and machine learning to automate tasks and enhance the efficiency of the platform.
Develop a Clear Governance Framework:
- Establish clear roles and responsibilities for managing the Pixel initiative, including talent acquisition, project management, and performance evaluation.
- Define clear policies and procedures for onboarding, compensation, and intellectual property protection.
- Implement a system for monitoring and evaluating the impact of the initiative on Deloitte's overall performance.
5. Basis of Recommendations
These recommendations are based on the following considerations:
- Core Competencies and Consistency with Mission: The Pixel initiative aligns with Deloitte's core competencies in consulting, technology, and innovation. It also supports the company's mission of delivering exceptional client service and driving positive societal impact.
- External Customers and Internal Clients: The Pixel initiative aims to serve both external clients and internal Deloitte teams by providing access to specialized skills and expertise.
- Competitors: Deloitte must remain competitive in the consulting market by embracing new models of talent acquisition and project delivery. The Pixel initiative positions Deloitte as a leader in this space.
- Attractiveness - Quantitative Measures: The Pixel initiative can be measured through key performance indicators (KPIs) such as project completion rates, client satisfaction, and talent retention.
6. Conclusion
Deloitte's Pixel initiative presents a significant opportunity to enhance its competitive advantage and drive innovation. By implementing a strategic approach to managing open talent, Deloitte can leverage the power of this diverse pool of individuals to address project-specific needs, foster a culture of collaboration, and drive positive business outcomes.
7. Discussion
Alternative approaches to managing open talent include:
- Traditional Outsourcing: This approach relies on established outsourcing firms to manage talent acquisition and project delivery. However, it can be less flexible and less cost-effective than the Pixel initiative.
- Gig Economy Platforms: These platforms connect freelance workers with businesses seeking temporary or project-based talent. However, they may lack the quality control and governance framework required for Deloitte's needs.
The key assumptions underlying our recommendations include:
- Commitment to Innovation: Deloitte must be committed to embracing new ways of working and leveraging technology to manage open talent effectively.
- Talent Pool Availability: A sufficient pool of skilled and motivated individuals must be available to participate in the Pixel initiative.
- Cultural Shift: Deloitte must foster a culture that embraces collaboration and diversity, recognizing the value of open talent.
8. Next Steps
To implement the recommendations outlined above, Deloitte should:
- Phase 1 (Short-Term): Develop a pilot program for the Pixel initiative, focusing on a specific service line or project.
- Phase 2 (Mid-Term): Scale the initiative across Deloitte's operations, expanding the talent pool and project scope.
- Phase 3 (Long-Term): Continuously evaluate and refine the Pixel platform based on feedback from both Deloitte employees and open talent.
By taking these steps, Deloitte can successfully leverage the power of open talent to drive innovation, enhance its competitive advantage, and achieve its strategic goals.
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Case Description
Deloitte Consulting's General Manager Balaji Bondili, head of Pixel, considers how best to grow Deloitte Consulting's use of open (on-demand) talent, as consulting companies and their clients face transformative change in the way client engagements and projects get done. Pixel, started in 2014, helps facilitate open (or on-demand) talent and crowdsourcing for Deloitte Consulting client engagements, to access specific, difficult-to-find expertise, collaborate to develop new products and/or insights, and to design, build, and test new digital assets. Bondili has found some avid users-and evangelists-of Pixel's services among Deloitte Consulting's principals, however uptake across the broader organization has been slow, and in some pockets has met with deep resistance.
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