Recent findings from the EY CFO survey highlight a pressing concern.  While 84% of CFOs acknowledge that talent strategy is critical to achieving business objectives, only a fraction have a clear plan to bridge the gap between talent capability and strategic ambition.

As I have seen firsthand within businesses, this disconnect is the silent barrier preventing businesses from executing their growth strategies.

As the founder of Elevate Edge, a talent and leadership development consultancy, I see this challenge firsthand. Businesses pour resources into innovation, digital transformation, and operational efficiency, yet many fail to invest in the very people who drive these initiatives forward. The result? Strategies that stall, execution that falters, and a workforce that remains technically competent but not strategically empowered.

 

Bridging the Gap Between Technical Excellence and Strategic Impact

At Elevate Edge, we specialise in transforming individuals from technically proficient professionals into strategic assets. Our unique approach ensures that businesses don’t just have skilled employees, they have leaders who think, act, and drive results with a strategic mindset. This is not just leadership development, it’s business transformation through people.

From my 20 years of international experience across industries in commercial leadership roles before founding Elevate Edge, I’ve observed a recurring trend. This trend is that organisations with the most ambitious strategies often struggle to align talent development with business goals. The missing link is a deliberate focus on developing high-potential employees to take ownership of strategy execution. Without this, even the best-laid plans remain theoretical.

 

CFO Priorities and the Talent Imperative

CFOs are under immense pressure to deliver sustainable growth, improve operational resilience, and maximise returns on investment. But, what if the most significant ROI isn’t found in technology or processes, but in people? By prioritising talent investment, CFOs can unlock a competitive advantage that drives long-term value creation, and strategic competitive advantage.

 

Key areas where talent development directly supports CFO priorities include:

  • Driving Strategic Execution: High-performing teams that understand the ‘why’ behind business goals are more agile, aligned, and proactive in execution.
  • Future-Proofing Leadership: Developing leaders internally reduces dependency on external hiring, ensuring a strong pipeline of future-ready executives.
  • Enhancing Financial and Operational Efficiency: Employees with a strategic mindset contribute beyond their roles, identifying opportunities for growth, efficiency, and innovation.

 

The Competitive Edge for Growth-Oriented Businesses

Businesses that invest in strategic talent development don’t just survive market shifts, they lead them. At Elevate Edge, we partner with organisations to build this leadership capability, ensuring that talent development is not an afterthought but a core pillar of business success.

The EY CFO survey confirms what I’ve known for years, companies that fail to align talent strategy with business ambition leave enormous value on the table. If your organisation is ready to bridge this gap and develop leaders who drive strategy execution, get in touch and I will be happy to share how you can make this happen.