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Last week, I shared my cheat sheet to help organizations evaluate whether their internal mobility policies and guidelines support or hinder talent movement. While some policies are necessary, others may create unintended barriers by over-regulating how and when internal moves occur. For example, some organizations require employees to remain in a role for a set period before applying elsewhere or mandate manager approval for internal applications. Beyond policy, “talent hoarding” can also block movement—when managers discourage high performers from pursuing internal opportunities. Since many managers may not realize they’re exhibiting these behaviors, self-awareness is a critical first step. To support this, here’s my one-page diagnostic with 10 reflection statements to help managers assess their talent-sharing mindset. As many organizations prepare for talent reviews this time of year—when talent movement is often discussed—this cheat sheet can serve as a timely reference to help managers self-assess whether they are enabling or hindering internal mobility. This awareness could help promote greater talent sharing, resulting in shared benefits for both the organization and its individual employees.
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