Match strategy ambition with people power
A decade ago I took on a turnaround in a software division where revenues had stalled and morale was low. We had a fierce strategy to expand into mobile platforms and sell subscription services, but I sensed my team wasn’t ready. Halfway through the first quarter, I realized I’d made a rookie mistake: I’d promoted the top coder to lead mobile development without asking if she’d ever managed a remote team or had marketing instincts. I’m sure she was the best tech person I knew, but strategy wasn’t just about code.
One morning I sat her down beside the coffee machine—coffee tasted awful by then—and said, “I need to map our ambitions against our people.” I sketched three strategic pillars on a napkin: subscription models, data-analytics services, and UX revamps. Next to each, I wrote the leadership traits we’d need: customer empathy, data science know-how, and agile UX process skills. She stared at the doodle, surprised it wasn’t a bug fix.
Over the next weeks I held one-on-one sessions with six of my direct reports, laying out the table, then asking, “Who among us can truly lead analytics? Who must I bring in? Who is hungry to learn UX?” It felt awkward at first—they thought I was sizing them up for layoffs—but as the talent map filled out, we discovered hidden bench strength: a QA lead who could teach agile methods, and a junior marketer eager to master data dashboards.
Within a quarter the division hit its first-year subscription goal. Best of all, our plan for leadership development took root. People weren’t just reshuffled; they owned their growth. We’d aligned talent with our strategy and built an unstoppable engine for what came next.
This story shows the power of linking people to strategy: matching your future plans to your current talent—and then closing the gaps through clear assessment, targeted development, and mercy when someone truly isn’t the right fit.
You’ll gather your leadership team and say, “We’ve got big goals—now let’s map them to the skills and drive we need.” You’ll draw out each initiative and ask, “Which of us owns this, who steps up, and who needs backup?” Then you’ll assign stretch projects, define learning needs, and plan interim check-ins. Keep the napkin table up on a wall for everyone to see—it will guide your weekly dialogues and ensure your talent road map fuels the strategy you’ve envisioned.
What You'll Achieve
You will gain clarity on which leaders can drive each part of your strategy, closing talent gaps before they derail growth. Internally, you’ll boost confidence, reduce role ambiguity, and foster targeted development. Externally, you’ll improve execution speed, increase strategy success rates, and heighten your organization’s agility.
Audit your talent against tomorrow’s needs
Map future capabilities for each initiative
Create a table listing your strategic initiatives (e.g., market expansion, new product launch) and the skills each requires—technical expertise, negotiation, digital marketing—to succeed two years out.
Assess current leaders ruthlessly
For each role critical to your plan, rate the present occupant on how well they meet the needed capabilities. Use examples of past performance under pressure to calibrate your judgment.
Identify high-potential successors
List three people who could fill each critical role in the next two years. Note their current gaps and decide what development steps—coaching, stretch assignments, training—are needed.
Build career accelerators and back-ups
Design a path for each high-potential that includes cross-functional projects, mentorship, and clear milestones, while also naming contingency hires if gaps aren’t closed in time.
Reflection Questions
- Which of your strategic initiatives lacks a clear owner with proven skills?
- Who among your rising talent is overdue for a stretch assignment?
- What will you do this week to close one critical skill gap on your team?
Personalization Tips
- In a startup: Before rolling out your next feature, check if your CTO’s current team has the UX or mobile-app skills you’ll need.
- For personal goals: Match your plan to run a marathon with a coach or group that fills gaps in your pacing and nutrition.
- In a volunteer board: If you plan to expand community outreach, ensure you recruit board members with grant-writing and local-network connections.
Execution: The Discipline of Getting Things Done
Ready to Take Action?
Get the Mentorist app and turn insights like these into daily habits.