Making a real impact with a simplified talent strategy approach. “A “talent strategy” comprises the interlocking decisions related to key talent that enable the organization to most effectively execute its business strategy. Importantly, those decisions provide a framework for determining in which talent activities the organization will—and will not—engage.” ~ Bersin The purpose of a Talent Strategy is to: 1. Create a shared understanding of the talent, skills and capabilities required to enable the business vision, strategy and plan 2. Prioritize investment – financial or otherwise – into Talent Management (the integrated approach to discover, develop, deploy and connect workforce) 3. Sequence talent solutions; including changes or new products, as well as on-going talent calendar 4. Set targets and regularly measure progress in delivering talent outcomes A Talent Strategy is developed between the Business and People Team as a “living document”; with regular reviews and updates The development of a Talent Strategy begins with a through understanding of the business strategy and targets – and how talent needs to pivot to enable these. A Talent Strategy synthesized the current organizational capabilities, pivotal roles, opportunities for advantage and constraint risks – as part of an as-is review. Workshops are used to create alignment – between business, stakeholders and People Team – through development; Analytics & thought leadership (including external networks and 3rd parties) provided insights & ideas. Clear measures, targets and a roadmap are created as part of the Talent Strategy.