The identification and subsequent development of high potential employees can have a direct and positive impact on organisational effectiveness. Talent management programs can contribute to a more profitable and productive workforce as employees with high levels of mastery over their job requirements tend to have higher levels of job satisfaction (and lower levels of stress). Furthermore, those employees who feel that they are being developed and appreciated by the organisation may be less likely to consider leaving. Hence, if we focus on ensuring that all staff, no matter what their level, have not only the competencies required to do their job, but the support and guidance to develop, then we can make direct improvements on the bottom line.

How do we identify potential?

Lixivium Consulting can help to ensure that you use the right criteria and tools in your attempt to identify employees with promise. Manager judgements and current performance measures can provide very useful and insightful information into those who could potentially develop into critical talent. However, these measures can be skewed as current performance is not always the best indicator of potential. Why? High performers may lack the aspiration or motivation to improve. They may also lack engagement and therefore may not feel emotionally committed to the organisation and its goals.This may limit the degree of discretionary effort they are willing to invest in the organisation. Finally, they could also lack the ability (cognitive or personality) required to progress successfully into different or more demanding roles. Objective and reliable assessment of these areas can help you to identify untapped potential and future critical talent.

Talent Management Model