Building an organization rich in talent is a challenge and, consequently, a permanent item on most CEOs' agendas. Three specific actions can generate immediate impact on the "talent bank" of a company and also create the basis for the development of a long-term strategy: i) quantify the "talent bank; ii) deeply understand the talents that already exist; iii) reduce the demand for talent. This article brings numbers, examples, and a methodology to address this issue.

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