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I recently shared the 2026 Creating People Advantage report by BCG and WFPMA , which assessed 28 people and talent practices ranging from workforce planning and succession planning to performance management. Drawing on input from more than 7,000 HR and business leaders, the report examined the gap between future importance and current capability across those practices. Workforce planning ranked #4 among the largest gaps. One reason I believe gaps like this persist across HR is that it can be easy to delay action while waiting for the perfect plan, perfect data, perfect technology, or perfect conditions before getting started. When that happens, the gap is likely to widen and opportunities to accelerate business strategy execution and create stakeholder value through HR may be missed. One way to break that pattern is to pair a clear one-page business case with a second one-pager showing a practical phased implementation plan. I am sharing both using workforce planning as the example. Regardless of the talent work or initiative you are trying to move forward, use these resources to organize your thinking, identify next steps, and build momentum toward action.
These are the types of practical topics and tactics we discuss in Talent Edge Circle, my private community for internal HR practitioners.
