تحديد
امكانية عالية

بناء مستقبلك المواهب

At Mercer Talent Enterprise, we define high potential leaders as those who have the capacity, mindset and drive to exponentially contribute to the success of their organization.

أنهم 'القوة مضاعفات' رفع شريط للآخرين ولا سيما تقاريرها مباشرة و فرق.

Only 4 out of every 10 high performers are also high potential.

(Source: Based on Mercer Talent Enterprise Research, 79,000 completions, August 2024)

فصل الحقيقة عن الخيال.

Some Truths About High Potentials

Past performance is not always an indicator of future potential

Research by Mercer Talent Enterprise establishes that only four out of ten high performers are also high potential.

Hence, organization’s should refrain from using performance ratings or manager recommendations as part of any talent identification process.

Conversations around ready now, ready in 1-2 years may not be the best talent strategy

While high potential talent may be driven to advance their own career, they always put the needs of the organization’s before their own.

An overemphasis on their individual readiness and career growth without clarity on how they would achieve organizational growth is inconsistent and incomplete.

Most people focused organization’s should already know who their Hi-Po’s are

Organization’s with robust people and talent processes should already know who their current high potentials are. Your current high potentials will be vocal and visible.

الهدف الرئيسي من إمكانات عالية البرنامج هو تحديد "خجولة-بو" – تلك التي كانت مخبأة تحت ممثلة برك من المواهب الذين قد تكون أقل وضوحا.

Past performance is not always an indicator of future potential

Research by Mercer Talent Enterprise establishes that only four out of ten high performers are also high potential.

Hence, organization’s should refrain from using performance ratings or manager recommendations as part of any talent identification process.

Conversations around ready now, ready in 1-2 years may not be the best talent strategy

While high potential talent may be driven to advance their own career, they always put the needs of the organization’s before their own.

An overemphasis on their individual readiness and career growth without clarity on how they would achieve organizational growth is inconsistent and incomplete.

Most people focused organization’s should already know who their Hi-Po’s are

Organization’s with robust people and talent processes should already know who their current high potentials are. Your current high potentials will be vocal and visible.

الهدف الرئيسي من إمكانات عالية البرنامج هو تحديد "خجولة-بو" – تلك التي كانت مخبأة تحت ممثلة برك من المواهب الذين قد تكون أقل وضوحا.

تحديد الغرض الخاص بك.

Clearly Articulate your Objectives and Outcomes from Talent Identification Processes

المحتملة

Po.ten.tial

  1. Capable of being but not yet in existence
  2. Latent
  3. Having possibility, capability
  4. An inherent ability or capacity for growth, development, or coming into being


Merriam Webster Dictionary

The very definition of potential helps us appreciate that assessing human behavior is complex, especially when we are seeking to identify future talent.

هذا يتطلب اتباع نهج متعدد الأوجه إلى تحديد المحتملة. فمن الأهمية بمكان ضمان أن معايير التقييم و أهداف البرنامج بوضوح قبل البدء في أي موهبة تقييم المشروع.

Defining High Potential.

At Mercer Talent Enterprise, we define high potential leaders as those who have the innate talent as well as the future capacity to exponentially impact the success of their organization. They are ‘role models’ and ‘force multipliers’ raising the bar for others, and particularly for their direct reports. 

A high potential employee is someone with the ability, engagement, and aspiration to rise to and succeed in more senior and critical positions 

High potential is defined concretely as your capacity to step into a role that is two levels or more above the one you currently hold.

High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviors that reflect their company’s culture and values in an exemplary manner. 

Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization – more quickly and effectively than their peer groups do.

Introducing our Framework on High Potential Identification

Based on research by Mercer Talent Enterprise, تقييم المحتملة في المستقبل معقدة ومتعددة الأوجه ، ويتطلب متعدد الوسائط النهج للتأكد من أن عملية الهدف وقوية المستقبل تثبيتهم.

We define high potential leaders as those who have the innate talent as well as the future capacity to exponentially impact the success of their organization.

Our Research on Critical Strengths and Behaviors Demonstrated by High Potential Leaders.

Based on our research and analysis of data from 12,165 managers and leaders from 2020 to 2024, representing a global workforce of over half a million employees, Mercer Talent Enterprise has identified critical individual behaviors and attributes that predict high potential leaders and high performing teams.

(Source: Mercer Talent Enterprise data, May 2024)

58%

higher growth mindset

50%

greater resilience in dealing with setbacks and challenge

63%

higher efficacy and a personal agency to get things done

58%

higher growth mindset

50%

greater resilience in dealing with setbacks and challenges

63%

higher efficacy and a personal agency to get things done

امكانية عالية
قادة خطوة.

High Potential Leaders Focus on Others.

القادة المحتملين عالية مرنة.

قدرة عالية قادة الغرض مدفوعة.

قدرة عالية قادة ملتزمون.

Walkthrough of Assessment Tools for High Potential Identification.

Tools may vary based on the level of seniority, project purpose as well as the client requirements.

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High potential talent assessment is a complex and multi-faceted process, which should include assessment of both innate and demonstrated potential.

Mercer Talent Enterprise’s proprietary approach to talent assessment is based on a best-in-class mixed methods, multi-modal approach established through extensive research and data insights
POTENTIAL
SCORE
SHAPE
Leadership Level
(6 – 8 Hours)
Raven’s APM III
The Thriving Index® (TI)
Leadership Derailer Index® (LDI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
1-1 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.
GUIDE
Experienced Manager Level
(6 – 8 Hours)
AGILE L2
The Thriving Index® (TI)
Leadership Derailer Index® (LDI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
2-4 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.
APPLY
Individual Contributor Level
(4 – 6 Hours)
AGILE L1
The Thriving Index® (TI)
عمل منظور مؤشر® (WPI)
Alignment Perspective Index®
2-4 Executive Assessment
360 / Multi-Rater, Case Study, Role Play, In-Depth Behavioral Interview etc.

HIGH POTENTIAL OUTCOMES.

By deploying a multi-modal assessment approach, Mercer Talent Enterprise has established a scientific, evidence-based approach to talent assessments, high potential identification and succession planning, powered by data analytics, and progressive assessment technology.

المراجع العميل.

A key aspect of our leadership program was to build self-awareness amongst the participants. The Thriving Index has been extremely effective in achieving this. Backed by evidence and measuring extremely relevant workplace attributes, the tool has helped over 500+ employees across 3 levels identify their inherent strengths, blindspots and motivations.