Potential

Talent that has not yet materialized in a consolidated way but of which there is the possibility of developing.

Each employee has their own strengths and can therefore create added value for the organization. To discover it, it is necessary to answer two basic questions:

What do you like the most?
What is one thing you would never stop doing? What is the first thing you do when you have free time? What can't you stop talking about? Think about it, it could be or be related to one of your natural talents.
What can you do?
In addition to liking it, you have to know how to do it. What things do you like and know how to do them brilliantly?

High-potential employees are one of the most valuable assets for an organization. So much so that high-potential employees bring 91% more value to the organization than non-conc, and put in 21% more effort than their peers.

High-potential people grow fast, aspire to a higher-level role, continually train, and are key contributors to succession planning.

Companies have between 3% and 5% of people with potential. And while they demonstrate good aptitude and will be able to do much more for the organization in the long run, these people often fly under the radar.

These are some of the characteristics of high-potential people:

Initiative
Commitment
Aspiration
Hungry for knowledge
Search for positive and negative feedback
A certain dose of nonconformity and a great desire to excel

Download a free template to assess Potential

https://medium.com/@aniket.ambekar/book-summary-good-to-great-by-jim-collins-e29f5c90c327

We also talk about it in our blog:

What is talent?

There is not a day that we do not speak or hear the word talent, both inside and outside of work. Do we know exactly what it consists of? Is there a single definition of this term in which all the authors agree? To answer this query, we have put on our thinkinf caps and we are going to share our conclusions with you in our publication.

Pay for Performance The role of people management professionals should not avoid one of the fundamental aspects on which labor relations are based: remuneration policies. We analyze how the trend of "Pay for Performance" or payment for contribution can also support the development of talent in organizations.

High Performance and High Potential are not the same

If you want to make the best decisions regarding the talent of the people on your team, you will need to know two fundamental variables: performance level and development potential. Both will evolve over time and, if you manage to manage these two variables, you will be able to bring magic to your organization.

Discover your hidden talents

In this world there are two paths you can take: that of the fox or that of the hedgehog. We tell you how important it is to follow the one that leads you to discover your potential, focusing on those strengths that make you a unique person.

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