Walk the Talent Risk
Convert a retention scare into a structured talent-risk recommendation.
The advisory fork A leader wants HR to solve a retention scare by tomorrow, but the first ask is only the visible symptom. The chosen path determines whether HR builds decision quality or absorbs the manager’s job. Diagnose, frame, advise Diagnose the actual people problem, frame the tradeoff in business language, then advise with options and consequences. Shortcut Answer the first request. Leader owns a better decision. HR advice changes outcomes when it changes the quality of the leader’s decision. Diagnose The leader is at the diagnose point and wants a fast HR answer. What is the best diagnose move?…
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