Through our own research conducted with leading HR and Talent professionals and a review of published studies, we identified 4 common shortcomings with current approaches to identifying and developing potential:
1) Equating current (or past) high performance with future capability
2) Allowing biases, stereotypes, and assumptions to determine high potential talent pools
3) Assuming it’s all about the individual
4) Failing to support individuals to fulfill their potential
Download our latest eBook, to learn a sound understanding of leadership potential and why it is critical to strengthen leadership pipelines. Discover the growth and foundational elements of becoming a better leader.