Our reason for being

Which is a strange thing to leave to politics and gut feel. Somebody is well liked. Somebody presents well in the meeting where names come up. Somebody’s manager advocates and somebody else’s does not. People get left behind that way, talent nobody knew about stays where it is, and the organization never finds out what it had.

Everybody deserves to spend those hours somewhere their actual talents get used, in a place that treats them with dignity. People are either the biggest asset a company has or its biggest liability, and very few organizations can afford the second one.

Doing it properly is harder and more expensive than it looks, which is most of the reason it does not get done. And it is harder now than it was five years ago, in an odd way: AI and the pace of change have made good decisions about people both easier to reach and easier to drown in. The data is finally there. So is the noise. What an organization needs is a system that keeps producing good leadership and fair decisions while everything around it moves.

Reason Talent exists to build those, and the work is a great deal more satisfying for an organization that already invests in its people and puts something back into the place it operates. It was founded by Chris Coultas, who spent five years as Senior Director of Performance and Engagement at McKesson, rebuilding enterprise performance management from the ground up. Goal entry in the HRIS went from twenty percent to ninety-seven, calibration errors fell by three quarters, more than four thousand people leaders were trained on the new system, and McKesson gave the work its HR Impact Award. Before that, seven years at Leadership Worth Following, four as VP of Product Innovation, where he built the DRiV assessment of personality and motives, took it from concept through validation, and certified more than eighty practitioners on it.

So we have run these systems from the inside, on a deadline, in front of an executive team that had already made up its mind. That is why the work looks the way it does. Measurement that holds up when somebody pushes on it, recommendations with an owner and a date attached, and most of it running through Spherikal, our own relational intelligence system.