Are you involved in your organization’s talent calibration process? Think back to the last session you attended with executives. Did they mostly stay quiet? Perhaps experience taught them that opening up about employees exposes them to career-damaging shoot-from-the-hip criticism. Or they may think it reflects poorly on them as leaders if staff members’ ratings are less than stellar. Unfortunately, this is a common situation. And too often, it leads to needless bias in talent ratings. Hyperbolic statements like “She’s fantastic!” or “He’s a superstar!” don’t help. Actually, leaders’ talent calibration input can be distorted by many factors — territorial issues, inflated