Most companies are trying to hire new staff or retrain their existing staff to support their “digital business” ambitions. However, every business is fighting for the best digital talent, making talent competition fierce. And the process of training staff is long and time-consuming while the shelf life of new digital skills gets shorter every year. If companies’ talent needs are a reflection of their operational and strategic decisions，can companies break talent dependencies by changing their operational decisions? What nontalent levers (e.g. role designs, structures and processes) can organizations use to relieve pressure on their talent gap?