People are at the top of the mind of most senior executives because they know that in the knowledge economy, employee capability is the key to success. Today, people are the only sustainable competitive advantage. In government agencies, the challenge is amplified by the retirement of large numbers of managers and executives now and in the near future. Talent management takes many forms. Most organizations focus on two areas: building needed competencies and then leveraging them by putting them in the right place in the organization and measuring their impact through some form of accountability for results. Four steps can get an organization started in managing and leveraging talent strategically: 1. Create a learning brand -- a culture of learning within the agency. 2. Use the learning function to manage organizational talent through the entire employment cycle. 3. Take action on the skills gap. 4. Be a strategic partner.