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What Science Says About Identifying High-Potential Employees

What Science Says About Identifying High-Potential Employees | Writing about Life in the digital age | Scoop.it

How inclusive or exclusive should organizations be when developing their employees’ talents? In a world of unlimited resources, organizations would surely invest in everyone. After all, as Henry Ford is credited as saying, “the only thing worse than training your employees and having them leave is not training them and having them stay.” In the real world, however, limited budgets force organizations to be much more selective, which explains the growing interest in high potential (HiPo) identification. An employee’s potential sets the upper limits of his or her development range — the more potential they have, the quicker and cheaper it is to develop them.

 

Scientific studies have long suggested that investing in the right people will maximize organizations’ returns. In line with Pareto’s principle, these studies show that across a wide range of tasks, industries, and organizations, a small proportion of the workforce tends to drive a large proportion of organizational results, such that:


Via The Learning Factor
rodrick rajive lal's insight:
Good organisations will continue to train employees to be high potential workers even if there is a strong trend of employee attrition. In many cases, High Potential Employees who are trained well and are leaders without necessarily having titles will continue to drive performance. Such organisations will continue to train their employees to work to their optimum capacities.
 
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The Learning Factor's curator insight, October 5, 2017 11:22 PM

Look for ability, social skills, and drive.

Robert Sullivan's curator insight, October 10, 2017 10:45 PM

PureLine works very hard in this area.....our best assets go home every night.......if you run a business, make sure you thank that asset every night.

Rescooped by rodrick rajive lal from Business Brainpower with the Human Touch
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3 Simple Secrets to Motivating People

3 Simple Secrets to Motivating People | Writing about Life in the digital age | Scoop.it

One of the key roles any leader plays is finding ways to motivate your team to reach your organization's goals. But the secret to motivating people is, wait for it .....that you can't do it. I have studied this issue by talking to and working with thousands of people over many years and the one thing everyone can agree on is that you can't motivate someone to do what they don't want to do.

 

What you need to do instead is find out what people want and then show them how they can get it. Motivation is intrinsic. People get excited about pursuing a goal when it's in their own self-interest. As a leader, the trick is to see if you can find an alignment between what your people want and what will help grow the organization. The upside is that if you can tap into the underlying desires people have, you will get amazing performances in return from them.


Via The Learning Factor
rodrick rajive lal's insight:
Motivation is more intrinsic than extrinsic, as such, the key role of a leader is to try to make people align their goals with the what will make the organisation grow. 
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The Learning Factor's curator insight, October 30, 2016 9:57 PM

It is impossible to get people to do something they don't want to do. But if you understand what they want and show them how to get it - they will do amazing things.

Adele Taylor's curator insight, November 1, 2016 9:06 PM
Not quite what I was expecting, but a great read!