Making Room for Talent – Turning Strategy into Action

Leaders often hesitate when faced with difficult talent decisions, not because they disagree with the strategy, but because execution is hard. The challenge isn’t understanding the need to make space for talent. The challenge is actually doing it.

As a follow up to our recent post on the Uncomfortable Reality of Making Room for Talent if you’re ready to move beyond theory and into action, here’s how:

Shift the Conversation from Individual Fairness to Organisational Impact

Repositioning or replacing a B Player isn’t about fairness, it’s about ensuring that your talent structure supports long-term success. When evaluating difficult decisions, ask:

• Is this person contributing at the level we need for the future?
• Would a high-potential leader or external hire create more impact?
• If we don’t act, what are the risks?

This shift in perspective moves the decision away from individual loyalty and towards strategic necessity.

Build a Transparent Talent Mobility Process

Organisations that effectively integrate new talent don’t operate in secrecy. They foster a culture where talent mobility is understood, expected, and actively managed.

Leaders should:

• Communicate openly about talent strategy and career movement.
• Provide clear pathways for high-potential employees to grow.
• Ensure exits, transitions, and role shifts are handled with fairness and respect.

A strong mobility culture makes bold talent moves feel less disruptive—and more like a natural evolution.

Time External Moves to Maximise Impact

Hiring a game-changing executive isn’t just about identifying the right person, it’s about timing. The best leaders move when opportunity strikes, not just when vacancies arise.

Here’s how to stay ahead:

• Keep an active pipeline of external talent, don’t wait until you need someone.
• Hire proactively, bringing in top performers even if roles need to shift.
• Use a “position vs. potential” framework, hire for where the business is going, not just where it is today.

Execute with Decisiveness and Courage

Talent decisions are hard but delaying them rarely makes them easier. The strongest leaders commit to action even when it’s uncomfortable.

If you wait until things feel completely safe, you’re probably too late.

Leading Talent Strategy with Boldness

The best organisations don’t just build talent or buy talent. They manage talent with clarity, courage, and discipline, ensuring that the best people are in the right seats at the right time.

If you want your organisation to grow, don’t just seek out great talent, make room for talent.

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Justin Miles

Manager Partner, Melbourne at Generator Talent

Justin is the Managing Partner of our Melbourne office, an outcome focused leader with a track record of driving business performance through proven talent and organisation development practices. Justin’s methods and skills have been shaped by working with performance oriented leaders in great companies including PepsiCo, The Campbell Soup Company, Diageo, Rip Curl, Fonterra and Wesfarmers, in Australia, the USA and Latin America.