Observations From Working With Fire and Rescue Services
The growing external pressures on fire and rescue services are vast, with increasing operational dem...
360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential?
We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold.
In our latest video, our Head of Business Psychology, Debbie Hance, shares her knowledge and expertise at a recent Head Light event to answer this question.
In this video, Debbie says that there is an obvious first initial question those looking to spot high potential should be asking. What is that question? Watch the video to find out.
She also suggests that some 360 degree feedback system, such as Talent 360®, already have the functionality built in as standard so you're able to 'tag' items which spot high potential. It means that rather than relying on a line management view of potential, organisations can now take a view of those with leadership potential asking a wider team using the exact factors or indicators of potential relevant to their own organisation.
Take a look at the video of Debbie's full answer and then get in touch to see how this could work for your organisation.