Talent Sprints · Example Sprint
Your talent team is carrying more than it was built for.
Talent Team Capability Review. We map the skills your talent strategy needs against what the team has today, role by role.
Book a Diagnostic CallThe Problem
Talent teams get new work faster than new capability. The gaps stay hidden until someone leaves, and some of what the team depends on sits with a single person.
The Two Weeks
What a Sprint like this could look like.
This is an example. Yours gets shaped around your problem.
Set the direction
Agree what your talent strategy asks of the team.
Define the roles
The skills each role needs now and in two years.
Rate the coverage
Role holders and their leader rate current levels.
Review it together
A session with the team on coverage and key person risk.
Choose the routes
Build, buy, borrow or automate for each priority gap.
What You Keep
- ✓ A coverage map showing what is covered, thin or missing, by role
- ✓ The key person risks, where several roles rely on one holder
- ✓ A prioritised team plan with a route for each gap
- ✓ The review format, so your team can repeat it
When It Fits
- ▸ Your talent team is new, thin or still building experience
- ▸ HR is carrying talent alongside another job
- ▸ You're facing a vacancy or restructure, or planning the team for next year
Roles, not a ranking of people
Results are by role. We agree how they will be shared before any ratings start.
Start with one Sprint.
45 minutes. No deck, no pitch. A sharp conversation about your problem, and whether this Sprint or a different one fits it.
Book a Diagnostic Call