Growthcoaching

Managing Talent

How much of talent management is based on performance in current roles, and just how good an indicator of future performance is that?

Dr. Laurence J. Peter (The Peter Principle) would argue, not at all, and is just as likely to point to future incompetence as it is to success!

It's relatively easy to spot high performers in a role, any number of performance metrics can tell you that.

But, if talent management really is '..the integrated process of ensuring that an organization has a continuous supply of highly productive individuals in the right job, at the right time', as described by Dr. John Sullivan (professor of management at San Francisco State University); then it applies to people in any role in the business.

But much more important, it has to predict the level of performance in a future role, so you need a proper, and objective, way to identify it in the first place. 

Innate talents, which form in early childhood and are fixed and enduring by the age of around 14 - 15 years of age, are the most accurate predictors of future performance.  They are also capable of accurate and objective measure.  So if you'd like to make the most of all the talent in your organisation, you can, and we can help you identify it, measurably.

Which means that you can use that knowledge to help everyone perform in roles that make best use of their talents, and develop that talent to the point of mastery, irrespective of whether they're headed for the top, or not. Imagine the impact of that on employee engagement!

So now you don't have to guess any more, you can know, simply, and easily.

Which just leaves the question, would you like to know?  Email us, if you would, we're here to help.

Maybe it's because people believe it isn't possible to define objectively, or that talent is so obvious that objective identification isn't necessary or, just possibly, they don't know how to!