How to identify and develop high-potential employees скачать в хорошем качестве

How to identify and develop high-potential employees

How do you identify and develop high-potential employees? Hi, welcome to the Let's Talk Talent channel where we discuss the world of HR and talent management. We're here to help you unlock the potential in your people. So if you believe that everyone has talent, and they have potential, where can that potential take them? And you're going to want to identify and develop high potentials. Now, I don't really like the phrase "high potentials", I like to think about it as leadership. But the same principles apply. And we use a model called STAR. And that is: Skills, Training, Attributes and Relationships. You need to give people clarity on the skills that they need to obtain – the knowledge, ultimately – the behaviours, in which they can be successful. The training that's formal and informal, and also the relationships – let's face it, networking is really cool. And really important, both for your future job network, your in-job network, and your development network. But potential is different to performance. So when you're identifying and developing, it's not just how you grow someone in the role that they are now, you're thinking about their role in the next six months, nine months, two years. But when you're thinking about how you're identifying and developing, you want to think about the deal. Because it's not all about what you are giving to that person, what are they giving back? So some of the best high-potential programmes I've ever run is where you're asking those people to mentor, to be sponsors, to be talent scouts, and to learn and share that learning across the organisation. So when you're also thinking about development, you want to think about the 70:20:10. 70% on the job, 20% network, and 10% formal learning, because what you want to develop in a high potential is that stretch. I always believe that you should have 70% of the job that you do as just 'gravy', things that you do and you're really good at. But you should always have a 30% stretch because that's about growth mindset. That's about curiosity, and in your high potentials that's what you want to cultivate. So don't just think about what you're doing as an organisation, think about the role of your manager, but also set the expectations really clearly for that person. What are they getting out of it? Why is it important, but also what are they giving back? Don't just think about expensive programmes. Think about that 70:20:10 model and you can't go wrong. If you found this video helpful, please like and subscribe for more useful HR and talent management video content. Hope you enjoyed this video, see you next time.