In essence, it is the promise of a desired performance and delivery of intended results in future. Discerning potential is not easy, as a lot of hubris surrounds it. If there is one situation where ‘Theory of Relativity’ fits the most, it is around identifying high potential among people. Each person sees potential of people differently and their perceptions are relative. Companies are always looking to invest in leaders who can best serve the future, but they want to be sure whether they have picked the right talent or not. For that, they rely on a variety of tools, interviewing techniques, 360 Feedback and intuitive judgement of reporting managers and key stakeholders. Whether it is succession planning or building the talent pipeline or even selection for high-stakes roles, identification of potential is the start point of process. COSM has been deeply and intimately involved with multiple organizations in identification and cultivation of potential across leadership levels. Our research in this field has helped us gain three critical insights:-
Here are ten determinants that often give us a great view of high potential that any organization can look to identify, harness, and cultivate for aspirational performance and stellar results.
One's Awareness of One's Ignorance
Ability to learn new things in changing situations
Acumen to decode challenges and dig out solutions
Attitude to seek more & push the envelope
Finding or creating a better version of self, each day
Learning from life experiences nurturing curiosity & wonder
Appetite for leaving out comfort zone
Delivering results across contexts and scenarios
Initiative to Seize the moment
Socially skilful to navigate across boundaries & people
High potential identification often becomes the victim of subjectivity and perception. Having a robust framework to discern potential is an important part of the process. COSM’s framework of discerning high potential is conceptually rich, highly scientific and has stood the test of time. It gives great clarity as to what we are assessing and how it impacts the intended outcome of the process.
Once this clarity on ‘what we are assessing’, is established; designing the ‘how’ becomes a seamless exercise. COSM relies on a five-stage process for identifying high potential.
Click here to share your context or write to info@cosmconsulting.com for instituting a robust hi-potential program that leads to organic talent pipeline and effective succession planning
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We partner with aspirational organizations and ambitious leaders to lay down the preparatory ground work for shaping the future. Together, we achieve clarity, direction & focus.
