You may have seen our Head of Business Psychology, Debbie Hance, quoted in the Financial Times on Monday 5 January. She commented on the value that 360-degree feedback can bring by helping organisations identify those who excel in some of the more nurturing aspects of leadership that sometimes go unnoticed. You can read the article on the FT.com website.
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 â and ideally applying a tool they are already making use of. Each organisation …
6 indicators of High Potential â and how to identify them Read More »
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 …
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 âpotentialâ looks like and in our experience, there are a number of attributes which tend to predict success in higher-level roles. Common âHiPoâ indicators are: …
Weâve noticed a recurring theme when talking with HR decision-makers: how to establish a common understanding and way of defining what âGoodâ 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 …
Developing Skills. Encouraging Performance. Boosting Recognition.
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