Talent, Performance and Potential
Anyone who follows college sports has an idea of how coaches recruit. It’s not just about the talent and performance. The harder part of the equation is determining potential and predicting how that potential will fit into the team. How much emotional maturity the recruit has and their ability to adjust and accept coaching is a key indicator of their value to the team.
It’s not a big reach to see how this same process plays out in the business world. Employers desire high-potential talent. And while you would think that high performance employees will have high potential, that is not always the case. There is an important distinction between performance and potential and not always easy to recognize until you have been observing the employee in action over time.
Performance is what the employee or candidate is currently doing and has already accomplished in the past. Talent is the raw abilities they possess. But potential is what they have that gives them the ability to rise to leadership roles and that is what you need to determine.
Some traits are pretty common among high-potential people and makes it easier for you to spot them:
Proactive instead of reactive
Employees with this trait are planning for the future instead of operating in crisis mode. Many leaders are reactive and still manage their business, but a large portion of their resources and energy are wasted on fighting fires instead of growing their business.
Look for personality traits
Many high performers do NOT want to be leaders. They are happy being team members or lone contributors. High potential employees focus more on the team, less on themselves and look for opportunities to demonstrate the leadership skills they possess. Pay attention to personality traits that signal potential for leadership roles.
Business vs job knowledge
High potential employees take great care to know more about their business and industry instead of just focusing on their own job. Of course, they want to do well in their job, but they are also concerned with the success of the company.
Benefit from coaching
High potential employees are receptive to feedback and look forward to coaching. They are eager to have a mentor that takes an interest in their career. They want to improve their performance both for your company and for the future opportunities.
When hiring, determine how your candidates will fit into their new role and how you would like to develop them into the future of the company. Your interview needs to help you assess your candidate’s traits and aspirations to see if they fit your current position AND your future plans.
Using a professional CRA partner can help you hire the best
Using a professional CRA (Consumer Reporting Agency) for your pre-employment or vendor screening services will save you time and money. For a free consultation or more information, contact Genesis Background Screening Services at 866 944-0041 ext 101. Online, you can email or visit www.genesisbackgroundscreening.com. You can sign up to be emailed whenever we post a new blog at https://genesisbackgroundscreening.com/blog/
Genesis Background Screening is not a law firm and provides our blogs for informational purposes only. Blog is not a substitute for experienced legal advice. Research laws or regulations mentioned in our blogs and ask your legal counsel any questions you have to be sure your organization is within the law and compliant with regulations.
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