Can 360 help to spot potential?

Last week we looked at how, by using 360 at the start and end of key L&D interventions, progress can be tracked and ultimately help to show a return on the investment in 360 degree feedback. This week we look at how 360 can be used to spot potential. Identifying high potential among the existing workforce is a priority for many organisations.  Some key skills are in high demand and…

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Is your standalone LMS isolating L&D? Using 360 alongside LMS

A standalone Learning Management System or LMS, is a great way to plan, implement, and track what training or learning is being done and by whom. It manages the progress and stores the completion. But is it enough? How do you decide what training or learning or development is needed by an individual in the first place? If you’re using a standalone LMS, how can you be sure that the content…

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How to use 360 to spot high potential

360 degree feedback is typically thought of as a learning and development tool, but how can it be used to spot high potential? We’re often asked this sort of question during our talent management software implementation sessions with customers, or as part of the programme review meetings we may hold. In our latest video, our Head of Business Psychology, Debbie Hance, shares her knowledge and expertise at a recent Head…

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Management bias can hold back talent if data insights are not used effectively

HR teams need to use and interpret data more effectively if they want to overcome management bias and spot who really has talent and potential in their organisation, according to talent management software specialist Head Light. “Organisations rightly want to identify which employees have the capability and potential to add real value in the future, so they can nurture, engage and retain them,” said Debbie Hance, Head of Business Psychology…

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6 indicators of High Potential – and how to identify them

For some line managers spotting those in the team who have the potential to progress and take on a larger role, can be tricky.  They need to know what makes for success and then how to identify this amongst their people – and ideally applying a tool they are already making use of. Each organisation is different – and what makes for success needs consideration.  But in our experience, there…

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Helping line managers spot High Potential

Spotting future high potential can be tricky for line managers. At Head Light, we know that even when organisations know what ‘high potential’ looks like, it is difficult to then assess for it and find ways to spot it. Traditionally this has been done by gut feel (“I know it when I see it!”), line manager evaluation or performance appraisal – although assessment centres and some psychometric tests are starting…

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Managing High Potentials, maintaining coverage for critical posts, ensuring succession – it’s all down to you.

Can you answer, in an instant, the following questions about your organisation: Who are our High Potential individuals? Who have we missed? Which of our High Potential individuals have an increasing risk of leaving us? Which of our Succession Plans are at greatest risk of failing to deliver? Which high performers must the organisation focus its retention efforts on? Who, for example, speaks Spanish, wishes to move internationally, has high…

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Can you spot high potential?- Part 2

In Part 1 of this blog we explored the difficulties of identifying those with potential. So how can we at Head Light help? Some organisations are very clear on what ‘potential’ looks like and in our experience, there are a number of attributes which tend to predict success in higher-level roles. Common ‘HiPo’ indicators are: Capacity for learning – being able to learn from own mistakes, actively seeking feedback and using…

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Can you spot high potential?- Part 1

In many organisations, the HR team is able to identify those with high potential – and knows how to develop this. But for some organisations, spotting high potential can be a tricky business – and especially so for line managers as traditional career paths no longer, if they ever, necessarily enable the leaders of the future to rise to the top. At Head Light, we see that two of the main challenges which…

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7 benefits of moving 360 reviews on-line

Want to know what the key benefits to moving to on-line 360 as highlighted in our recent survey?  Some are obvious, some less so.  Read on. Reduction in administration time 77% of organisations in our recent survey have observed this time saving. It seems that some of this time is ‘re-invested’. More time spent on development planning 46% of survey respondents signal that they now spend more time on development…

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