Guessing is not a strategy: How to build decision velocity with AI and real-time data
June 10, 2026 | Live Webinar
At Bristol-Myers Squibb, they train managers to play their key role in developing and retaining talent. But they also understand that managers may not spend time on “talent management” because they are pulled in many directions, such as, we have to assume
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Attending meetings, some planning future meetings
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Trying to get stakeholders to approve deliverables
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Completing detailed time reports
- Creating painfully detailed plans that will be soon be ignored
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Wading through hourly distractions
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Putting out fires made by inadequately performing workers
So one of the points of their talent management program was to set a target, which is a good idea that you can borrow. The “stretch goal” was for managers to spend 50% of their time on the usual work and the other 50% of their time managing workers. That’s a serious goal – liable to leave stretch marks – but that’s how serious many companies are getting about talent development and retention. They will eat your lunch if you do not spend time on your own program.
Posted on: April 15, 2008 10:46 PM |
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