A couple fundamental truths I’ve observed as an HR Business Partner:
Everyone agrees discussing and assessing our talent is important.
Everyone dreads any sort of process to go about discussing and assessing our talent (i.e. insert [performance cycle process] here).
Everyone wants to be “proactive about talent” and “take meaningful actions” from our discussion, but it is rarely done in a cohesive way. We always feel behind.
“Great discussion, everyone. Let’s make sure we do something with these insights” - Every leader ever after a talent discussion.
So...let’s do something about that.
The Before: You’re probably used to a mix of something that looks like this - performance ratings, succession planning, and actions captured in static boxes or different places
(source: online templates from Google)
The Future: Here’s a template if you want something interactive, easily digestible, and a living source of truth on your talent (see