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Talent Reviews and High-Potential Identification: Overcoming Five Common Challenges

The high-potential identification process is vital to filling an organization’s leadership pipeline. Beyond routine internal promotion processes or development efforts, this nomination process really represents an investment decision, just like an investment in product development, a marketing launch, or any other business opportunity. But when we examine common practices for identifying and nominating high potentials, we quickly see that, unfortunately, these important decisions are often undermined by a lack of due diligence, vague criteria, and questionable accuracy.

This white paper discusses the five common challenges inherent in high-potential evaluation and nomination processes, along with recommended solutions to put your nomination process on the right track.

  1. The evaluation of talent is buried in the larger talent review process
  2. Too much time is wasted on rating too many
  3. Potential is poorly defined
  4. Potential is confused with readiness
  5. Managers are under-involved

 


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