Accelerate your growth with a Talent Plan tied to your Strategy

MyTalentPlanner helps you create a Strategic and Financial Vision (strategy), a multi-year Talent Plan, and an Execution Cadence to ensure your vision becomes a reality.

Watch the video above to learn how MyTalentPlanner enables you to work upstream to solve your people issues before they impact your business.

Two primary use cases for MyTalentPlanner

1. Talent Planning Process

7-Step Talent Planning Process visual

MyTalentPlanner guides companies through a simple 7-Step Talent Planning Process to create a Strategy and Talent Plan, Department Plans, and an execution cadence.

This process takes around 2-3 months to complete (the first time) and is repeated every 2, 3, or 5 years (depending on the length of your Vision).

2. Execution Cadence

Execution Cadence

Once you have your Strategy and Talent Plan completed with 3-5 Sprint Goals in place (and Department Plans created), you will begin executing ActON and ActIN Plans to move you closer to your future Vision. 

You will continually update your Sprint Goals every 3 or 4 months to take the next step toward your vision.

Outcomes from the Process:

Through the process, you create six core components within the software:

  1. Strategic Vision
  2. Financial Vision
  3. Talent Plan
  4. Talent Vision
  5. Goals and ActON Plans
  6. Department Plans (which includes a Financial Vision and Talent Plan)

Dive deeper into MyTalentPlanner


The strategy section consists of two main features, or templates, that paint a bullseye of where you want your company to be in, say, 3 years.

Strategic Vision:

The Strategic Vision contains 8 components (questions) your leadership team will fill in to paint the subjective vision (future state) for the company. 

This is the first thing you will complete when using MyTalentPlanner as it paves the way for developing your Talent Plan and Talent Vision.

Financial Vision:

The Financial Vision contains 5-7 metrics you will monitor to ensure you are moving toward your Strategic Vision. 

Each metric includes goals (out three years) which creates your Financial Vision. These metrics should be high-level as each department will contain its own Financial Vision with metrics.


The talent section consists of five components that empower you to plan for, invest in, retain, and grow your people, resulting in growing your business. 

You will define these components after you have your Strategy in place as it guides your talent decisions.

Current Structure:

Your current structure includes every position and person, including their Behavioral Science (DISC and Driving Forces) results. This visual provides role clarity for everyone to improve their decision-making, communication, and accountability.

Talent Vision/Future Structure:

Your Future Structure is the structure you need in place by the end of your vision to achieve it. It then becomes your Talent Vision as you add more information to it, like key accountabilities and desired DISC and Driving Forces Behavioral Science results.

Talent Plan:

Your Talent Plan is the bridge that gets you from your current structure/team to your Talent Vision. This Plan includes action items (regarding talent) that you will complete over the next three years to achieve your vision.

9-box and Behavioral Science:

The 9 Box and Behavioral Science results are tools to help you develop and execute your Talent Plan. These tools help you plan for and develop your people.

Want to see MyTalentPlanner in action? The first 14 days are on us (free)!

Department Plans

The goal of Department Plans is to get more team members working on your business—creating and completing ActON Plans.

Department Plans consist of four components:

  1. Current Structure
  2. Financial Vision
  3. ActON Plans
  4. Talent Plan

Department Planning turns your strategy into action. It drives execution throughout the rest of your organization, involving the people with intimate knowledge and expertise of daily operations.

Execution Cadence

The Execution Cadence is the final step in the Process and goes on until you go through the Process again in 2-5 years. 

It consists of two core components that ensure you execute your Strategy and Talent Plan and achieve your future vision:

Goals and ActON Plans:

Within the Goals and ActON Plans section, you will have ActON Plans attached to each of your 3-5 Sprint Goals. 

You will also have all your ActON Plans in a vertical list where you can filter through and check them off when completed.


Within the Execution Cadence section, there are seven meetings you will routinely complete to ensure accountability and communication clarity. 

Communication clarity means everyone in your organization has clarity on when communication happens and when they get to provide input or ask questions.

The seven recommended meetings are:

  1. Leadership Team Meeting
  2. Department Meetings
  3. Plan Execution Meeting
  4. Sprint Meeting
  5. Company Meeting
  6. Huddle Meeting
  7. 1:1 Meeting

ActON and ActIN Plans

All action plans fall into one of three buckets:

  1. ActON Plan: An action item to work on the business
  2. ActIN Plan:  An action item to work in the business 
  3. Parking Lot: An action item without an owner or due date, or will be considered for future Sprints

ActON Plans

ActON Plans revolve around working “ON” the business. ActON plans focus on advancing the organization forward, as opposed to the routine tasks you get done in the business.

Some examples of ActON Plans are conceptualizing a new process for the company or putting a new strategy into place—broader in scope, time, and implementation than your more regular tasks working in the business.

ActIN Plans

ActIN Plans relate to your day-to-day to work in your business. These are normal responsibilities we complete using the processes we’ve created and tailored to our operations.

Think of these as tactical actions focused on present and more shorter-term tasks, such as shipping a customer’s order, or making a sales call. Oftentimes these are specific requests or duties delegated at meetings, such as increasing the number of sales calls.

Want to see MyTalentPlanner in action? The first 14 days are on us (free)!

My Individual Talent Plan

The leader and each team member use this section to develop the total person and enhance performance.

In each My Individual Talent Plan, there are three components that enable professional and personal growth:

My Behavioral Science Results:

Each team member’s behavioral science results will be stored for easy access. You will use the results for 1:1 meetings and for creating their development plan. 

My Development Plan:

Each team member has 2-3 development priorities that will have the greatest impact on their professional and personal life—to develop the total person. For each priority, there are goals and Action Plans that include an owner and a due date.

My Performance Plan:

Each team member will have Key Accountabilities along with a Start, Stop, Continue template to be used to review performance and provide feedback. Performance reviews are not once a year event but an ongoing conversation.

Parking Lot

The Parking Lot is where you put anything you plan to do in future Sprints (no due date or owner).

Parking Lot items could come from a meeting or an offline conversation between team members. They can be a half-baked idea or a clear action waiting for ownership.

The goal of the Parking Lot is to be a catch-all for your team ensuring everything is stored and nothing falls in the cracks.

MyTalentPlanner helps my team to proactively solve the people issues limiting our growth. Since going on MyTalentPlanner, we’ve increased our revenue 125% and lowered turnover by 25%. It’s clearly working.

Jordan Ogren
CEO @ Total Energy Systems

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