Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Dottie Brienza
**SEB Monthly Virtual Board Meeting - August 2013**
Description
What key talent pools are critical to establish and manage at an enterprise level (i.e. owned by the EC), and what best practices should be enabled for each pool (eg. assessment, development, movement, compensation, succession) in order to best accelerate a robust leadership pipeline? Dottie Brienza is the Chief Diversity Officer and Executive Talent Leader at Merck
This session delves into the critical topic of key talent pools, exploring how organizations can strategically identify, nurture, and deploy their most valuable human capital. Even years after its initial recording, the principles discussed remain fundamental to building resilient and high-performing workforces capable of navigating ongoing change.
What you'll learn
- Strategies for defining what constitutes a "key talent pool" within your organization.
- Methods for effectively identifying high-potential employees who fall into these critical pools.
- Approaches to assess the current state and future needs of your talent infrastructure.
- Techniques for creating targeted development plans to grow internal capabilities.
- Ways to integrate talent pool management with broader organizational strategy.
Who this webinar is for
- Human Resources executives and managers
- Organizational development professionals
- Talent management specialists
- Learning and development leaders
- Senior leaders and executives responsible for workforce planning
- Anyone interested in optimizing human capital for strategic advantage
Why it matters now
In today's dynamic business environment, the ability to effectively manage talent pools is more crucial than ever. Organizations face constant disruption, requiring agile workforces and strong leadership pipelines. The insights shared in this discussion help leaders proactively address skills gaps, ensure business continuity, and foster a culture of continuous growth. Understanding where critical talent lies and how to cultivate it directly impacts an organization's competitive edge and long-term viability, making strategic talent management a non-negotiable for sustainable success.
How leaders can apply this
Leaders can apply the concepts discussed in this session by first collaborating with HR to clearly define key roles and skills essential for their department's or organization's future. Following this, they should actively participate in identifying employees who possess high potential or critical skills within these defined pools. Dottie Brienza's insights emphasize the importance of creating personalized growth opportunities for these individuals, ensuring they gain the experience and development needed for succession planning and future strategic initiatives. Leaders are encouraged to mentor and sponsor key talent, making their development a continuous priority and integrating talent discussions into regular business reviews to ensure alignment with strategic objectives.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on workplace culture. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Dottie Brienza's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for workplace culture inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about workplace culture.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.