Yes, the holistic consideration is true. I would revise my statement to say: “Personal relationships, which I also voted for, can be a dangerous way to execute talent management.” From my limited experience, leaders that manage by personal relationships can be perceived to practice favoritism, which can degrade morale and unit readiness. That then feeds into my point that multiple “inputs” into the talent management system are required to optimize the solution, and one of those inputs, for me, rely on personal relationships.