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Every organization has a talent strategy to enable its business strategy. But determining the right mix of talent tactics can be challenging given the range of options, from hiring to outsourcing, internal movement, and upskilling. While each tactic has advantages, the most effective strategies usually combine multiple approaches. To help evaluate which combination may work best, my one-page sheet summarizes 12 example tactics, outlining what each entails, when it works well or not, and real-world examples. For instance, upskilling, which enhances existing or adjacent skills, works well when roles are evolving, employees have a solid foundation, and business needs can be met through targeted development. It is less effective when foundational skills are lacking or a rapid transformation is required. A practical example is a bank introducing digital literacy programs for frontline staff to adapt to new financial tech. Redeployment, which assigns employees to priority roles, works well when urgent business shifts require internal agility and employees have transferable skills aligned with emerging needs. It is less effective when there is a poor skill match or a high risk of disrupting critical teams. An example of redeployment is a retail brand redeploying store managers into e-commerce fulfillment roles during a digital transition. Although there is more to talent strategy than what appears on my cheat sheet, this resource offers a helpful starting point for evaluating options and facilitating discussions.
