Kearney · consulting-deck
ASEAN Growth and Scale Talent Playbook
82 pages · 0 arc beats · 0 loops
ASEAN Growth and Scale Talent Playbook
Kearney arc beats above · slides in the middle · loops below · scroll → 0 LOOPS
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Deck intelligence map
1 coverage by narrative range · generated from this deck JSON
Narrative range 82 total
Metadata
Components
Metrics
Tools
Frameworks
Beats
Loops
Whole deck 82 slides 100% 82/82 slides 100% 82/82 slides · 535 hits — 0/82 slides
59.8% 49/82 slides · 60 hits 47.6% 39/82 slides — 0/82 slides
— 0/82 slides
Slide inventory
82 every slide · same image gating as the playbook
04
The slide serves as an introductory executive message setting the context for the talent playbook.front_matter
09
The slide serves as a foreword or endorsement for the 'ASEAN Growth & Scale Talent Playbook'.cite_precedent
13
The slide uses a clover-leaf diagram to present four key economic indicators.size_opportunity
14
The slide uses a causal flow diagram to link macro-economic trends to specific talent requirements.establish_context
15
The slide uses a stacked bar chart approach to show growth between 2016 and 2021.quantify_impact
16
The slide highlights the significant growth in digital adoption and spending, particularly in Indonesia, driven by e-commerce platforms and the COVID-19 pandemianalyze_data
17
The slide highlights the rapid growth of unicorns in the ASEAN region, specifically noting the tripling of numbers in 2021.quantify_impact
18
The slide highlights the rapid growth of ASEAN startup ecosystems relative to established markets.quantify_impact
19
The slide uses a comparative framework to align internal operational goals with external customer demands.frame_problem
20
The slide emphasizes the need for talent to drive digital transformation across traditional sectors.establish_context
22
The slide uses a grouped bar chart to visualize salary differences across geographies and roles.compare_peers
23
The slide uses a split-table layout to compare two different metrics across the same set of countries.analyze_data
24
The slide uses a dual-bar chart to show growth projections for Singapore, Malaysia, Thailand, Indonesia, Vietnam, and the Philippines.size_opportunity
26
The slide uses a split-screen layout to contrast hiring difficulties with employee retention issues.frame_problem
27
The slide uses a combination of a bar chart for primary data and a matrix-like table for secondary segmentation by company stage.diagnose
28
The slide uses a quadrant-like layout to visualize the skill spectrum, with a callout box providing qualitative evidence from a digital business lead.diagnose
29
The slide uses a combination of bar charts for ranking and donut charts to represent likelihood across two employee segments.diagnose
30
The slide uses a 4-column matrix structure to align organizational needs with funding stages.present_framework
31
The slide uses a high-contrast blue and white layout with an isometric illustration depicting human-robot collaboration in a digital office setting.transition
32
The slide uses a pyramid structure to represent a hierarchy or foundational model of talent management.present_framework
36
The slide uses a numbered list format to present four distinct strategies for open communication, each paired with a quote from a company.summarize
37
The slide uses a circular diagram to represent the feedback loop between leadership and employees, categorized into formal and informal mechanisms.diagnose
38
The slide uses a circular flow diagram to show the bidirectional relationship between leadership, middle management, and teams.present_framework
39
The slide uses a split layout: a left-hand sidebar for context, a central section for data visualization (bar charts), and a right-hand section for actionable rrecommend
40
Part of a 'Growth & Scale Talent Playbook'. The slide uses a sidebar for context and two main columns for definitions and actionable practices.present_framework
42
The slide uses a process-oriented layout to categorize talent acquisition initiatives.present_solution
43
The slide uses a two-part framework: a diagnostic list for identifying strengths and a hub-and-spoke model for maintaining EVP consistency.present_solution
45
The slide uses a two-row matrix structure to map pain points to solutions.diagnose
47
The slide uses a pyramid framework to show the hierarchy of talent management components.present_framework
49
The slide uses a circular diagram to represent a holistic approach to employee career development.present_framework
51
The slide uses a hierarchical grid to map roles across four growth stages, emphasizing both vertical and horizontal mobility.present_framework
52
The slide uses a tree-like structure to map competencies. The left sidebar provides context on the purpose of competency frameworks.present_framework
53
The slide outlines a performance management model with three pillars: Strategy alignment, Personal development, and Shared purpose, supported by objective apprapresent_solution
55
The slide uses a pyramid diagram to show the hierarchy of talent management components, with 'Talent Retention & Exit' highlighted.transition
56
The slide uses a 2x2 matrix structure to contrast two types of talent exits and their management strategies.diagnose
57
The slide outlines a strategic approach to talent management, categorized into understanding drivers, retention strategies, and exit management.present_solution
58
Part of a 'Talent Retention & Exit' section in a Growth & Scale Talent Playbook.recommend
59
The slide uses a grid layout to present 8 distinct company examples of failed layoff communication.illustrate_case
60
The slide uses a pyramid structure to show the hierarchy of talent enablers.present_framework
61
The slide uses a puzzle-piece pyramid metaphor to illustrate the three building blocks.present_framework
63
The slide categorizes benefits into two main groups: HR-Related and Employee Development, using icons and bullet points for each.present_solution
67
The slide uses an org chart to illustrate the separation of HR functions and a list to detail the benefits.recommend
69
The table uses color-coded circles to represent rankings, with green indicating higher performance and pink/orange indicating lower performance.compare_peers
70
The slide uses a additive framework to show how different workforce strategies combine to address the talent crunch.present_solution
71
The slide uses a two-column categorization (Policies vs Actions) to structure initiatives.present_solution
72
The slide uses a split-layout with a strong call-to-action on the left and supporting data visualizations on the right.recommend
74
The slide uses a process flow from left to right: Skill Matrix -> Career Pathways -> Job Description/Skills.illustrate_case
75
The slide uses a three-column layout to contrast the two main issues and provide supporting evidence.frame_problem
76
The slide uses a structured table format to map strategic objectives to specific actions and real-world examples.present_solution
77
The slide uses a 3-column layout to categorize educational approaches: Starting Early, Making Basics Mandatory, and Introducing Advanced Modules.illustrate_case
78
Includes manuscript-style red annotations questioning redundancy of timeline labels.frame_problem
80
The slide uses a matrix structure to compare visa requirements across four countries.compare_options