How Do You Handle Conflicting Talent Review Data?
Decide what to do when talent review inputs disagree on a candidate’s readiness.
A business-unit head is insisting that Nia belongs in the high-high box. The data packet shows solid performance, mixed 360 feedback, and only one true cross-functional stretch assignment. When data conflicts, separate performance, potential, and readiness before making a successor claim. The mechanism is unbundling. Performance, potential, and readiness are related but different judgments. The room should inspect each stream separately before someone jumps from “promising” to “ready.” Make each decision branch answer a concrete succession risk question. Ask next What evidence changes the next move? The walk ends with a practical succession move rather than a vague label. The…
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