Constant disruption, such as technology and the gig economy, is changing how work gets done, how leaders lead, and the organizational model. To keep up, companies need to create flexible processes capable of changing direction midstream, embrace on-demand social learning, adopt a  forward-looking performance management system, update how they identify and develop high-potential employees, rethink succession planning, and throw out traditional approaches to career management—and they will need to do it all faster. In essence, they must redefine and alter their approach to talent management.