Dr Tomas Chamorro-Premuzic - High Potential Employees Presentation

Dr Tomas Chamorro-Premuzic talks about high potential identification and development and provides the conceptual background for a new report designed to assist organisations with talent management programs. He discusses who are the high potentials, do they matter, how can we identify them and how can we motivate and manage them.

[@jennyvinyl85]

Individual talent is overrated. Organizations tend to overvalue individual talent as a source of competitive advantage and undervalue the other factors including the efforts of teams and groups. The future is not high potential employees but high performance teams.

[@peterberryconsultancypbc5475]

Hi Jenny,
Thank you for your comment.
Individual talent in leadership is overrated. On your way up the career ladder performance matters and can get you promoted to leading a team. Individual talent no longer matters. Its about new competencies to build and maintain a high performing team. In the early part of the career individual talent is important in getting results individually. It requires competence, work ethic, experience and hopefully the ability to get along. This counts for very little when making the transition to leading a team.
Leadership is about results, teams deliver results therefore we should judge the leader by the performance and behaviour of their team. Many teams can be average or dysfunctional. The goal of leadership is to have high performing teams. This can be measured and improved by personality profiling, 360 reviews and team assessments. A second goal of leadership is employee engagement to enable organisational results. Global engagement surveys show that 30-35% of employees are disengaged. This hurts through employee turnover and reduced productivity, sales, safety and customer service. In other words, engagement pays! We believe that an individual leader has 50% of the impact on employee engagement. Leaders needs to demonstrate soft and hard skills, they need to be likeable and capable. Emotional intelligence is a key competency for leaders. This will come more easily for some than others due to personality. For most it’s a learned competency that unfortunately is not taught early in one’s career.
Companies today are looking for ROI when they invest in leadership programs. The challenge is being able to connect people data with operational data to establish that leadership drives engagement and performance.
- Peter Berry

[@gomackay]

And I think nurturing high performance teams is the true function of a leader. The form should follow that function so to realise and release team synergy necessarily requires a leader who wants not to take charge of but 'take-care' of the team. Not preoccupied with the promotion of 'me, but 'we'...

[@jennyvinyl85]

@@gomackay Leaders are expendable too, check ..
www.whatmatters.com/stories/managerless-companies-okrs

[@ahmadfarhan4433]

u didt get promoted?