Roger Philby, Founder of Chemistry and Managing Partner at New Street Consulting Group, discusses the importance of data-driven decision-making in talent management. He highlights the problem of using flawed data to make decisions about hiring, promoting, and developing employees, and emphasizes the need to focus on contextual fit rather than relying solely on previous experience and qualifications. Filby introduces the five-box model, which includes intellect, personality, motivation, behaviour, and experience/skills, as a framework for assessing and predicting performance. He also emphasizes the importance of developing employees and meeting their evolving needs and expectations. Takeaways Flawed data is often used to make decisions about hiring, promoting, and developing employees, leading to poor outcomes. Contextual fit is more important than previous experience and qualifications when assessing and predicting performance. The five-box model (intellect, personality, motivation, behaviour, experience/skills) can be used to assess and predict performance. Developing employees and meeting their evolving needs and expectations is crucial for talent retention and engagement. Talent scarcity is a myth, and all individuals have talent that can be harnessed in the right context.