I used to lead teams for S&P500 and FT100 organisations, where HR processes were mostly spreadsheet driven. We tracked skills, competencies and experience to help with internal staff moves but the flaw was obvious – if we did not capture the right information on the spreadsheet, we missed talents and skills. When staff leave to take different roles from the ones they held previously – and today that is a big problem for talent retention – it’s a sign you need coaching for your teams to help people transition to new roles within organisations. That inward investment is cheaper in the long run than paying recruitment fees and on-boarding costs for new hires. It is time to think outside the spreadsheet.