Many organizations confuse high performers with high potential talent; according to global research, only 29% of high performers are actually high-potentials. According to Kenneth De Meuse, architect of the TALENTx7®, one of the critical differentiators between high performers and high potentials is their degree of comprehensive learning agility.
High potential talent is defined by the Hogan Assessments Systems, Inc. as having the ‘ability to build and lead teams that can consistently outperform the competition.’ Through our independent consultant relationship with Hogan Assessments Systems, Inc., a world leader in personality and values assessment, we leverage decades of research on personality, values, and performance to help clients identify and develop emerging leaders.
Inspire Imagine Innovate‘s High Potential assessment and development solution helps you close the skills gap between what your organization requires in a leader and what is in your existing talent pool. It determines:
Leadership Foundations: The degree to which people are able to manage their careers, are rewarding to deal with, and are good organizational citizens
Leadership Emergence: The degree to which people stand out from their peers, build strategic business relationships, exert influence, and are viewed as leaders
Leadership Effectiveness: The degree to which people are able to build and maintain high-performing teams and drive those teams toward organizational success
Please enjoy this short video on ‘Leadership Matters – Why Most High Potential Programs Fail.’