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In last week’s issue of my Talent Edge Weekly newsletter, I shared my cheat sheet for evaluating six factors that can signal risk in an organization’s critical roles. These roles, which may represent roughly 20% of total roles, have a disproportionate impact on business strategy execution. The intent is to jumpstart discussions that help organizations proactively identify risks and turn those insights into actions that protect performance and strengthen talent advantage. One factor I presented is top talent risk, where a critical role is not occupied by the best available talent. This risk can signal an opportunity to strengthen organizational performance by ensuring the role is staffed with the talent needed to deliver its full value. To help make this determination, I’m sharing another cheat sheet that considers five factors, including performance results, such as whether the person is delivering what the role requires, and internal benchmarking, such as whether someone internal could perform the role significantly better. The cheat sheet also includes why each factor matters, probing questions, and indicators. These are examples, and you can use your judgment to determine the criteria that best fit your organization.
