Ask any CEO about his top three priorities, and something involving talent is certain to be on the list. Yet, unlike business strategy, few companies devote the time to develop a Talent Strategy. This represents a major missed opportunity with substantial ramifications. At Crenshaw, we have a unique, well developed approach for defining a Talent Strategy: beginning with the business strategy; proposing and refining a hypothetical Talent Strategy; studying current talent and processes; identifying future talent requirements and processes; confirming the Talent Strategy and expressing it in understandable headlines; defining the mission by business unit in light of the talent Strategy; and defining and executing effective communication and change requirements. We do this work in close collaboration with the CEO, SVP HR and senior leadership team in order to establish alignment and broad-based buy in.