There is clearly a lot of value in developing a strategy for talent development over time, and in this article there is a real focus on the structure and content that individuals should be exposed to, as opposed to simply identifying talent and promoting their benefits above that of the collective organisation.

Also interesting to see that there is both a requirement for technical exposure and development as well as experience of softer skills including communication and management.

I thought interesting less comment was made on emotional intelligence and in particular listening to others as a way of leading and developing your own views.

Overall a very useful review to read.

Experience managers do have a responsibility in talent development and retention. This article offers a structured approach to gather and consolidate knowledge through : 1) Learning 10% 2) Experience 70% and 3) 20% Coaching. Its interesting for me to see that coaching brings all those elements together.