Building Your Future Talent Pipeline
At The Talent Enterprise, we define high potential leaders as those who have the capacity, mindset and drive to exponentially contribute to the success of their organisation.
They are ‘force multipliers’ raising the bar for others and particularly for their direct reports and teams.
Separating Fact from Fiction.
Some Truths and Myths About High Potentials
Define Your Purpose.
Clearly Articulate the Objectives and Outcomes from Any Talent Identification Process
The very definition of potential helps us appreciate that assessing human behaviour is complex, especially when we are seeking to identify future talent.
It requires a multi-faceted approach to identifying potential. It is absolutely critical to ensure that the assessment criteria and program objectives are clearly articulated before starting any talent assessment project.
The Four Critical Dimensions of Assessing High Potentials.
Based on research by The Talent Enterprise, assessment of future potential is complex and multi-faceted, and requires a multi-modal approach to ensure that the process is objective, robust and future-proofed.
The Talent Enterprise’s proprietary approach to assessing high potential talent includes four crucial dimensions.
High potential talent demonstrate cognitive ability and learning agility to meet future business demands and lead growth acceleration in a high complexity, high volatility environment.
High potential talent need to develop themselves, with a willingness to make career compromises and career decisions which are in the best interest of the organisation.
High potential talent need to consistently role model the right values and behaviours which positively shape organisational culture and raise the bar for others.
High potential talent need to demonstrate long term commitment to the organisation and create a shared vision amongst others.
Representative Tools Used in Assessing High Potentials.
Tools may vary based on level of seniority, project purpose as well as client requirements.
AGILE Level 1, AGILE Level 2 or Hogan Business Reasoning Inventory Cognitive ability and learning agility such as numerical fluency, reasoning, data interpretation etc.
The Thriving Index® Critical behaviours, strengths and personality across 34 factors mapped to your competencies
The Alignment Perspective Index® Individual commitment to the organisation across 7 dimensions
The Work Perspective Index® Understanding career history, future career aspirations and work motivation across 10 dimensions
Virtual Learning Centres Immersive Virtual Learning Centres to assess overall potential using work simulations, situational judgment tests, case studies, role plays and in-depth interviews
Our Research on Critical Strengths and Behaviours Demonstrated by High Potential Leaders.
Analysing data of over 18,000 managers and leaders, representing a workforce of over 284,000 employees,
The Talent Enterprise has identified critical individual behaviours strengths, and attributes that predict high potential leaders and high performing teams.
higher levels of Accountability than others.
greater Resilience in dealing with setbacks and challenges.
higher Efficacy and a Sense of Agency to get things done.