# data[].attributes.body
readiness too far out eg. 5 years +
talent pools can be used for high potential people to 'watch'

# data[].attributes.headline
Who is our talents (we need to define first what talent is for us at N&CO)

# data[].attributes.subject
Who is our talents (we need to define first what talent is for us at N&CO)

# data[].attributes.body
Data, input and nominations

# data[].attributes.headline
Who are the people that we need to develop, to invest, to retain

# data[].attributes.subject
Who are the people that we need to develop, to invest, to retain

# data[].attributes.headline
Which are our critical roles and what is the best approach to plan succession for them 

# data[].attributes.subject
Which are our critical roles and what is the best approach to plan succession for them 

# data[].attributes.body
i.e. gap analysis

# data[].attributes.headline
Discover if the "critical positions" has successors maped

# data[].attributes.subject
Discover if the "critical positions" has successors maped

# data[].attributes.body
whilst the first part is identifying who is in succession, the process needs to focus on the actions to get that person ready

# data[].attributes.headline
Continuous talent reviews with no action/output

# data[].attributes.subject
Continuous talent reviews with no action/output

# data[].attributes.headline
Does our thinking match that of the individual employee?

# data[].attributes.subject
Does our thinking match that of the individual employee?

# data[].attributes.headline
Aligned definition of critical roles that require succession plans

# data[].attributes.subject
Aligned definition of critical roles that require succession plans

# data[].attributes.headline
confusion between performance and potential

# data[].attributes.subject
confusion between performance and potential

# data[].attributes.body
Talent that are high potential across people/planet/profit or similar framework (purposeful) and not only generically measured

# data[].attributes.headline
timing and cadence of the TR conversations

# data[].attributes.subject
timing and cadence of the TR conversations

# data[].attributes.headline
to what extent will/should the TR process rely on Career Data having been input in Workday by employees

# data[].attributes.subject
to what extent will/should the TR process rely on Career Data having been input in Workday by employees

# data[].attributes.headline
visibility of talent pools (cross-regionally within brand and cross-brand within Group)

# data[].attributes.subject
visibility of talent pools (cross-regionally within brand and cross-brand within Group)

# data[].attributes.headline
draw out required and/or desired development activities

# data[].attributes.subject
draw out required and/or desired development activities