A 45-Minute Talent Map Review for a Critical Role
A structured leadership review to test what a critical role requires and what the organization needs to change around Capability, Capacity, Commitment, and Context.
Prepare the review
Choose one critical role or a small, tightly connected role set. Bring observable work evidence and avoid treating the session as a ranking exercise or a substitute for required employment processes.
A 45-minute sequence
Keep the conversation close to the work.
- Minutes 0–8: state the role purpose, outcomes, and operating context.
- Minutes 8–20: review Capability and Capacity evidence.
- Minutes 20–30: test Commitment and Context without inferring motive.
- Minutes 30–38: name the most important gap and its likely system conditions.
- Minutes 38–45: agree support actions, accountable owner, and review date.
Practical next actions
Capture the work in the private Talent Map Review, then decide whether the next move is a role-design change, capacity choice, development investment, clearer agreement, or a wider organizational diagnosis.
Related artifact and pathway
Use the Capability and Capacity Strain path to place the role review in a broader leadership sequence.
Continue the work
Related resources
Talent / Brief
Critical-Role Risk Is More Than a Succession Question
A critical role can be risky because the work is ambiguous, knowledge is concentrated, coverage is thin, or the operating context makes reliable performance unlikely—not only because a successor is absent.
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Capability × Capacity × Commitment × Context
A practical Talent Map separates four different explanations for a performance or readiness concern before the organization labels someone as the problem.
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