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 …
Once people start to use a 360 questionnaire and realise the value of gaining the insight into how others see them, it’s sometimes easy for them to make the (incorrect) leap in thought process that the more 360s they do, the quicker they’ll develop and acquire the skills and behaviours they’re looking for. So how …
Talent Management has broadly existed in various forms for many years with organisations using such processes as succession planning and competency frameworks to identify and develop their high potential performers. The term itself was coined in the late 1990s, gaining particular momentum as firms tuned into the fact that having a consistent and focused approach …
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: …
The structure of a 360 degree feedback session can help or hinder the conversation – but what works well? We’re currently working on a Good Practice Guide, but as a starting point, take a look at the following outline and the question prompts which we have found to be useful: 1. Contracting – to gain trust, …
Structuring a 360 review feedback session – and the questions to ask Read More »
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 …
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 …
We’ve noticed a recurring theme when talking with HR decision-makers: how to establish a common understanding and way of defining what ‘Good’ looks like for key roles in an organisation. Everyone you ask has a different opinion, and judges it differently. The problem is, not being able to describe what good looks like in a …
If you’re an organisation which has already invested significant time, resource and energy into the design and roll-out of a performance management process, the last thing you may want to hear is how much better it is if you now move on-line! Our recent research looked at the criticisms and downsides as reported by those …
The ups and the downs of moving performance reviews on-line Read More »
In the recent Head Light survey – Justifying spend in hard times: measuring Return on Investment for 360 and Performance Reviews – we asked when users of on-line 360 and performance reviews saw a return on their investment. Only a fifth of those who had moved, had looked at ROI – but where they had… …
