Before organizations can identify and develop high-potential employees, they have to define potential in a manner that works across all departments and job levels. And, in attempting to do so, many organizations end up with a complex concept of potential that satisfies no one. The Hogan High Potential Model is based on Leadership Foundations, Leadership Emergence, and Leadership Effectiveness. For more information, check out the infographic below or visit hoganhipo.com.
Identifying and developing high potentials — employees ready to take the leadership reins when someone gets promoted, steps down, or gets fired — is the single greatest talent management challenge organizations face today. The problem is, most organizations are really, really bad at it. Practitioners rate themselves as effective at identifying high potentials only about 50% of the time. That means many high-potential identification systems in place today could achieve the same level of accuracy by flipping a coin.
Leading up to the launch of the Hogan High Potential Talent Report, our CEO, Tomas Chamorro-Premuzic, authored numerous articles addressing human potential and how to assess it. Writing for Harvard Business Review, Fast Company, Forbes, and others, here’s a comprehensive list of Tomas’s articles on the subject.
We’re excited to announce the launch of the Hogan High Potential (HIPO) Talent Report, a new product that simplifies the way organizations evaluate and develop talented people. The comprehensive report makes it easier to make informed talent decisions, groom and develop employee leadership competencies, and achieve positive business outcomes.
Team performance depends on having a clear mission—a sense of purpose—and the right people to deliver it.
In the face of widespread and systematic safety failures, including worker deaths, a large organization created a new health and safety team and gave it power and autonomy to identify and fix the problems and policies that were putting their workers in danger. Six months into the mission, the team was meandering and hadn’t made any impact.
Contributed by Lewis Garrad on Mon, Dec 19, 2016
This article originally appeared at Sirota.com.
While so much media has been focused on how technology is going to automate jobs and replace us all with robots, much less attention is being given to the emerging Talent Tech industry.
In fact, there is a good argument that using technology to help us understand our talent and potential is really the most noble and humanitarian of causes; to help us find out how we can continue to learn, grow and stay relevant in the midst of substantial change.