Over the years I have asked several leaders across organizations to define “Talent”. And yes, your guess is right - I have as many answers as the number of people who have answered this query!So who is this “Talent” that we all are excited about managing, rewarding and engaging with?It is fascinating to see how the definition differs based upon the leaders prior experience. If the Leader has had previous experiences in a top notch MNC, the answers seem to be similar – Superior Analytical Skills, Influencing & People Leadership Skills, Creativity Skills. Some do speak about Learning Agility as well. However, those with prior experience in Indian Organizations, talk about Commercial Savviness (Read Cost Control maniac), Attention to Detail, Execution Skills & Managing Stakeholders (especially Senior Management).The organization size and maturity also makes a difference. If the company is small, Leadership & Behavioral skills take a back seat. Talent is Functional Expertise. But if the company is fairly large, the problem due to lack of leadership skills is felt by the company.So then how to manage the challenges in identifying and managing Talent? Customized Talent Management Framework seems to be the solution. First and foremost, instead of a standard framework, it is important to ensure that the key attributes required to tackle the companies challenges are incorporated in the framework. The framework must then be extensively socialized in the company, especially the Leaders. Every employee, must know what characteristics qualify to be classified as Talent. The identified Hipo’s must know why they are Hipo’s. Other’s should know why they did not make it to the list. The Talent manager may be very well qualified, may know all the theories and practices. But the successful Talent Manager is one who is skilled at customizing the Talent Framework and process for the company.Talent Management is quite a difficult ART Form that is based upon complicated SCIENCE principles