Across
- 6. planning for smooth transitions in key leadership or critical roles, ensuring continuity when people leave or retire.
- 7. employees or potential hires who have the skills, abilities, and potential that align with the organization’s needs—especially those with leadership potential.
- 9. ability to keep top talent within the organization by providing meaningful work, career progression, and a positive work environment.
- 10. process of spotting high-potential individuals early in their career or during talent reviews, often for leadership pipelines or critical roles
Down
- 1. formal placement of an individual into a role, especially after careful evaluation, promotion, or talent review processes.
- 2. structured efforts to enhance employees’ skills, competencies, and leadership potential through training, mentoring, coaching, or stretch assignments.
- 3. strong, comprehensive, and resilient—able to support evolving business needs, talent challenges, and organizational change.
- 4. level of an employee’s emotional and psychological commitment to their work and the organization.
- 5. the process of providing support,
- 8. organization’s ability to draw in top external talent through employer branding, value proposition, culture, and career opportunities.