For decades, researchers, consultancies and corporations have been trying to capture what makes some people great at what they do. Is it so-called general intelligence? Emotional intelligence? A specific set of drivers? Personality traits?
Recent studies suggest that rather than looking for “high potentials”, you should focus on the specificities of your organization. You should first and foremost tackle the question: potential for what?
– What does potential look like in our organization?
– How do we make sure we align and constantly update this notion of potential?
– How do we make sure we look for potential across our processes, i.e. from selection to performance evaluation and development processes?
The support we offered included focus groups, collaborative design and training programs.