- In handling demands/excitement from leaders and business units, capitalize on current goals/plans for the year to be able to prioritize how we can drive decisions.
- Being transparent around bandwidth and timeline of when we can drive new additions.
- For headcount planning, being able to utilize data on how early career talent can benefit the teams and sharing success stories.
- Before thinking about what else we can add to our program, have a strong foundation of the fundamentals we need to be successful (ie. Interviews, OCRs, Strategy Planning).