THE RESULTS OF A TALENT TURNAROUND

We described the six weaknesses in Avon’s talent practices at the beginning of this chapter. Over the initial turnaround period (twelve to eighteen months), we moved those talent processes:
From opaque to transparent: Leaders now know what’s required to be successful, how we’ll measure that, how we’ll help them, and the consequences of higher and lower performance. They know their performance ratings, their potential ratings, and how they can change each of those.
From egalitarian to differentiated: We actively differentiated levels of Avon talent and provided each level with the appropriate experience. Our highest-potential leaders understand how we feel about them, and they see a commensurate investment. ...

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