Federal Chief Human Capital Officers (CHCOs) are faced with an enormous, all-encompassing task as they look to create and build a strategic human capital plan. With a wide set of talent management pillars, including key areas such as talent acquisition, onboarding, performance management, employee engagement, succession planning, retention, employing learning and development, workforce planning and more, moving beyond a strategic plan to actual implementation requires an undoubtedly herculean effort. The sheer scope of such a plan, coupled with the realities of all that is required to implement it, is a reason that many plans never really get off the ground.