4 Steps to Bring Out Your High Potentials

Bring Out Your High Potentials from Behind theCurtains

Does your organizational culture and talent management strategy bring out your high potentials?

All too often the employees who get noticed are the ones who bray the loudest or who are best at navigating office politics. Are these the criteria you want to define your chosen high potentials? Probably not.  Identifying and treating your top talent differently matters.  According to Boston Consulting Group, organizations with higher capabilities in leadership and talent management outperform their peers 2.2-to-1 in terms of revenue and 1.8-to-1 in terms of profit.

Instead of promoting those who are most obvious, perhaps for the wrong reasons, performance management training experts recommend you look deeper into your employee base to find the real high performance stars who deserve their chance on the big stage.

Here is how to find the true, but perhaps hidden, talent for today and tomorrow:

  1. Be absolutely clear about what it takes to excel. This includes behaviors, accomplishments and whatever key performance indicators relate to the specific job role and career trajectory in the short and long-term.
  2. Be transparent. Apply these measures objectively and share the results with the team.
  3. Be supportive. Offer targeted and relevant learning opportunities for those who want to improve.
  4. Be culturally aligned. Consider, too, personality, attitude and motivation in terms of your unique corporate culture.

Remember that potential is defined as latent. Many high-potential employees need their managers to discover their talent, encourage and support their strengths, and advocate for them.

To learn more about better managing performance, download The Top 5 Performance Management Success Factors

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