Talent Sprints · Example Sprint
Two weeks to a one-page talent view the board can read.
Board-Ready Talent View. Your team and I work from the systems and data you already have, and build the first view together.
Book a Diagnostic CallThe Problem
The board asks who your critical people are, what happens if they leave and who is ready. The data exists, spread across systems set up for transactions. Your team spends its time exporting it and still can't give a straight answer.
The Two Weeks
What a Sprint like this could look like.
This is an example. Yours gets shaped around your problem.
Agree the questions
What the board keeps asking, and what the view has to answer.
Gather what exists
HRIS exports, performance and potential ratings, succession plans and assessment data.
Map the data
What can be trusted, where sources disagree and what is missing.
Build it together
A working session with your talent team to build the first view and challenge what it shows.
Hand over
The view, the gap list and how your team refreshes it.
What You Keep
- ✓ A one-page talent view covering bench strength, risk flags and data gaps
- ✓ A clear map of your data, including what it can't yet tell you
- ✓ A refresh routine your team can run without me
When It Fits
- ▸ Your board asks talent questions you can't answer with data
- ▸ You're new in post as CHRO, HRD or Head of Talent, and need a clear view fast
- ▸ Your talent reporting is built by hand from several systems
No new platform, no commitment beyond it
It uses the systems you already own. If the Sprint hasn't created clear value, you can stop there, with no further commitment pushed.
Start with one Sprint.
45 minutes. No deck, no pitch. A sharp conversation about your problem, and whether this Sprint or a different one fits it.
Book a Diagnostic Call