How to find extraordinary talent?

With pictures of extraordinary young people from around the world

Extraordinary talent is hidden everywhere.

Yes, our data shows there’s extraordinary talent everywhere.

But this talent trove remains undiscovered, and its value goes unrealized.

Finding this global talent stock will make all the difference in the world — for these people and their families, our schools and companies, our economy and innovation throughput, and our society’s welfare.

Yet, extraordinary talent comes in all ‘shapes and forms’ that you don’t even know exist or what they look like.

To put it simply, you won’t even know where to look and you won’t be able to find them—if you continue to do what organizations have been doing pointlessly and wastefully for decades.

Sometimes, oftentimes, we’ve got to just stop doing certain things so we can do something different, something bold, that produces results.

Here’s what we recommend:

Don’t think search.

🍎Think discovery.

📡Let people anywhere <signal> their hidden superskills, so you can discover the extraordinary talent that’s out there in the world.

These ‘honest signals’ are helping us index the world’s stock of human potential and form our Google Maps for Talent

This is why our technology makes otherwise hidden, obscure and unrecognized human talent discoverable and accessible.

Technology change is changing the game and enables the discovery, development and deployment of the world’s stocks of extraordinary talent — at web scale, like never before.

Go here to learn more.


These pictures show young people around the world signaling their hidden talent and human potential.


We want to reach the new human frontier. It’s our moonshot challenge.

We chose this as our goal. Not because it’s easy, but because it’s the most valuable and consequential goal we know of.

We’re climbing the highest mountain, not so the world can see us but so we can see the world.

Because that will enable us to see farther and make all the difference in the world.


🚀Want to be part of this moonshot? Reach out to us at ceo@knackapp.com

Things we stopped doing...

Our team is on a mission to innovate more, build faster, ship better products, support more customers, impact more people, grow faster.

It’s all part of our bigger mission to change the world and make it better.

We realized that getting there is not just about what we do… but also about what we stop doing.

So…

❌we stopped having full team meetings (and shifted to micro-team collaborations)

❌we stopped doing product demos (and helped companies move to DIY mode)

❌we (just!) stopped sending product presentations (cause we never like making these)

❌we stopped giving lengthy email responses (and encourage all leads to just sign up and use the product)

❌we stopped sending invoices (and shifted everything to digital)

❌we stopped prioritizing customer requirements over product roadmap

And we’ll probably stop doing many more things we used to do!

🤔What about you? What have you stopped doing? And what do you want to stop doing?

🍎Share your tips and pearls of wisdom, and help the community grow.

— the KnackApp team

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Skills-as-a-Services: Superskills

[Here is the full post; sorry you’re getting this again, we didn’t intend to spam your inbox 😊].


The digital talent landscape is changing rapidly, and companies must transform every aspect of their business operations.

To thrive in this new economy, businesses must discover extraordinary talent and leaders who can do great work, work well with others, and produce strong results.

To do that, employers are moving away from traditional qualifications, seeking instead ‘honest signals’ that show what people can do and how well they’ll perform.

This is why skills — the honest signals that link most strongly to future work performance — are quickly becoming the new global currency that powers the talent market of the digital economy.

In this economy skills are a strategy, for obtaining a skills advantage presents a powerful strategic advantage.

Superskills, Nanoskills

The global skills space consists of superskills and nanoskills. (While various terms are used to describe skills, it’s time to use a clearer ver(k)nac(k)ular fitting a new global currency).

Superskills are the basic “elements” that make up people’s unique “operating systems.”

Nanoskills are the “apps” people “run” (or could run) on their unique superskills “operating systems.”

In an effort to develop a global skills system, we’re launching a new superskills stack, which we’re sharing here ahead of the product release.

Our Skills-as-as-Service SaaS platform uses these superskills to provide a full stack of business and consumer features and services.

Stay tuned for more, soon.


💰Sign-up to KnackApp

📬Get in touch at business@knackapp.com

Skills-as-a-Services: Superskills

The digital talent landscape is changing rapidly, and companies must transform every aspect of their business operations.

To thrive in this new economy, businesses must discover extraordinary people who can do great work, work well with others, and produce strong results.

To do that, employers are moving away from traditional qualifications, seeking instead ‘honest signals’ that show what people can do and how well they’ll perform.

This is why skills — the honest signals that link most strongly to future work performance — are quickly becoming the new global currency that powers the talent market of the digital economy.

In this economy skills are a strategy, for obtaining a skills advantage presents a powerful strategic advantage.

Superskills, Nanoskills

The global skills space consists of superskills and nanoskills. (While various terms are used to describe skills, it’s time to use a clearer ver(k)nac(k)ular fitting a new global currency).

Superskills are the basic “elements” that make up people’s unique “operating systems.”

Nanoskills are the “apps” people “run” (or could run) on their unique superskills “operating systems.”

In an effort to develop a global skills system, we’re launching a new superskills stack, which we’re sharing here ahead of the product release.


💰Sign-up to KnackApp

📬Get in touch at business@knackapp.com

Successful digital transformation

Business leaders believe digital is the most critical element of executing a successful digital transformation.

This is strategically wrong.

Here is why.

Turning a threatened company into a thriving digital economy company is not about projects such as launching a website, building an app, using digital channels, or amassing (and, hopefully, analyzing) data.

Digital transformation must focus, instead, on effecting a fundamental change in how the company operates to achieve its business goals.

Woman About to Drink from Plastic Cup

Learning from Microsoft

In identifying the key factor to Microsoft’s successful transitioning to the digital economy, CEO Satya Nadella pointed to this:

“It’s our ability to work together that makes our dreams believable and, ultimately, achievable.”

Practically, a company must make all the changes necessary to enable constant change as the new modus operandi.

It’s all about superskills

This includes changing who is empowered to make decisions and the conditions sufficient for taking actions, how the company experiments and innovates, how it builds new products and services, how it brings such products and services to market, how it interacts with—and learns from—customers, and how it acts on market signals.

Making these changes requires rewiring existing mindsets, replacing long-standing habits, and reshaping current practices.

In other words, the most critical element for readying your business for doing business in the digital economy is your company’s skills base.

You must ensure you have the right skills stacks in place to: (a) execute on the transformation itself, and (b) operate effectively in the post-transformation M.O. of constant change.

Leadership takeaways

CEOs and Boards must focus on adopting a clear skills strategy:

  1. Map the company’s skill base and identify strategic gaps

  2. Allocate skill resources effectively to execute on the transformation itself

  3. Secure a future skills pipeline that supplies the talent the company needs for its post-transformation operational reality

Getting skills right is the most critical work that makes all other work possible and, ultimately, achievable.


💰Sign-up to KnackApp

📬Get in touch at business@knackapp.com

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