Fast Rotation of Talent....

So this thread kind of loses its way after point 13) but it does surface up some important ideas such as the loss of implicit knowledge that occurs when talent rotation is too fast in a team or business. In other words, we need to either build in redundant capacity for senior / experienced / important members of the team (hire they replacement before they go) or document the knowledge and make it explicit. Anyway, it’s a tough read but there is something here. Give it a chew and let me know if you get through it.