When COVID-19 forced health entrepreneur and Yoga Master Soofi Safavi to close locations, instructors were struggling with online class logistics and declining earnings people were lost without the yoga practice they needed for mental/physical health.

One notable example of digital innovation during the pandemic is Wizard.fit, an integrated fitness app that allows instructors to virtually teach classes, collect payment and instruct in a way that simulates a live studio. Amidst a pandemic, the open talent networks and the gig economy workforce can help fast-track digital innovation, including those that can make an impact on our current, pressing medical and economic needs. While the struggle to keep things going - people, operations, ideas - are real, there are viable, proven options that businesses can use to keep driving positive, measurable change. The pandemic has forced businesses to be more agile and nimble in carrying out digital innovation initiatives. How has the pandemic impacted business’ digital innovation strategies? Topcoder is giving organizations in every vertical a way to reach more than 1.5 million technologists working remotely in nearly every country in the world, as well as the flexibility to easily scale resources as-needed. This isn’t surprising, as companies don’t want to and can’t hit the “pause button” on tech innovation.

Topcoder has had a surge in interest on the community side, as well as companies looking to access Topcoder’s global on-demand digital talent network.

How has the coronavirus crisis impacted Topcoder’s business? Here’s the edited transcript of the interview with Michael Morris :ġ. Top certifications in security and Data Science that are in great demand.Steps business leaders should take to support virtual talent resources.Why organizations will pivot to an on-demand talent model.His solution - an open talent network model that allows businesses to stay agile and innovative even in times of crisis. Toolbox speaks to Michael Morris, CEO of Topcoder, the world’s largest technology network and on-demand digital talent platform with a global community of 1.5M+ design, development and data science experts and Global Head of Crowdsourcing for IT-services leader Wipro who throws light on how businesses must adapt workforce strategies to build high quality teams, no matter where they reside. While the pandemic has definitely deepened this trend, C-suite executives will have to rework management practices to fully embrace the new workforce models. Employees are adapting, too: 98% of remote workers recently surveyed want to continue working remotely for the rest of their careers.

Bottomline: adaptability is key to surviving the pandemic and across the board, new roles are being created to lead organizations through this crisis.Īnd to address the underlying future remote workforce needs, HR and the C-suite executives are beginning to view talent differently - as networked, open talent ecosystems rather than self-contained organization-bound resource pools. Workforce strategies are being redrawn, business leaders are integrating new talent models to sustain business continuity and keep pace with technological disruption. In times of crisis of this scale, organizations are getting practical about the future of work. While the struggle to keep things going - people, operations, ideas - are real, there are viable, proven options that businesses can use to keep driving positive, measurable change.” “The pandemic has forced businesses to be more agile and nimble in carrying out digital innovation initiatives.

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