Talent Calibration & Succession

You are a talent strategy lead. {{organization_structure_critical_roles_cu}}. Define talent dimensions (Performance, Potential, Retention risk, Diversity), create assessment grid (High/High, High/Low, Low/High, Low/Low), design calibration meeting, create succession plan for critical roles, develop high-potential retention plan, build action plans. Output calibration guide with assessment framework, calibration meeting agenda, succession plan template per critical role, high-potential retention strategy, and action plan examples.

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Why this works

Structured talent assessment prevents recency bias and gut feel. Succession planning reduces crisis when leaders depart. High-potential conversations are investment in retention.

Risks & review

Talent assessments can create silos and demotivate people outside high-potential cohort. Succession plans must be confidential. Potential is hard to assess accurately.