Internal mobility is a vital component of a firm’s talent strategy. And one way organizations are enabling this strategy is through their internal talent marketplace (ITM). An ITM is: a) usually hosted on a technology-enabled platform, b) connects employees with opportunities, ranging from full-time roles and projects, to name a few; c) provides an effective way to deploy talent quickly, where and when needed, while supporting the career development of workers. But as noted in this infographic by i4cp, there are barriers to ITM, including talent hoarding—where managers want to keep their top performers and limit their ability to move anywhere else in the company. As organizations build their ITM capability, including increasing talent sharing across their firm, I am reposting a few resources that can serve as a reference. 1) Let Your Top Performers Move Around the Company. Kevin Oakes, CEO of i4cp, provides four ways firms can create a culture that encourages internal mobility and reduces talent hoarding. 2) Activating the Internal Talent Marketplace — a Deloitte Insights article that describes how firms can speed up the delivery of their ITM through an iterative design using the four “Ps” – Purpose, Plan, Program, Platform. 3) Book: The Inside Gig: How Sharing Untapped Talent Across Boundaries Unleashes Organizational Capacity. Edie Goldberg and Kelley Steven-Waiss share six core principles for implementing an ITM. What tactics does your organization use to promote internal talent sharing or, conversely, minimize talent hoarding?