Spotting future high potential can be tricky for line managers. At Head Light, we know that even when organisations know what ‘high potential’ looks like, it is difficult to then assess for it and find ways to spot it.
Traditionally this has been done by gut feel (“I know it when I see it!”), line manager evaluation or performance appraisal - although assessment centres and some psychometric tests are starting to be used.
Problems arise when the view of only one individual (usually the line manager) is taken and all the biases inherent in that, or the individual is taken out of their day-to-day role and not seen performing as they do typically. Even a consultative Talent Review process has its bias. You can read our Making Talent Reviews more effective article article about how to improve such Reviews.
But we’ve taken it a step further and looked at how those using our Talent 360® tool can access the information within this review to identify those with the characteristics of high potential. Read our article about how to spot high potential.
If you would like to talk more about this, please do get in touch.