Too often leaders confuse performance with potential. Performance is obvious but you must actively look for potential. I look for intellectual curiosity, coachability, ability to bounce-back from failure and a positive outlook. Your last words are the key, leaders must "go find it."
I actually put it in my calendar. Every week I call one person to congratulation them on their performance. In the call I ask questions that get at the potential indicators and I keep notes. Then when I visit their office I look for those indicators. The potential indicators are a big part of our talent management meetings.
Our CEO, Sean R. Stegall, talked about this very topic - and how it’s lived in our organization’s culture – in his latest All Hands. So fortunate to work in this great place!
Too often leaders confuse performance with potential. Performance is obvious but you must actively look for potential. I look for intellectual curiosity, coachability, ability to bounce-back from failure and a positive outlook. Your last words are the key, leaders must "go find it."
Thanks for your insight, Keven.
What does your process to see and track those three items you mention look like in your routine?
I actually put it in my calendar. Every week I call one person to congratulation them on their performance. In the call I ask questions that get at the potential indicators and I keep notes. Then when I visit their office I look for those indicators. The potential indicators are a big part of our talent management meetings.
Our CEO, Sean R. Stegall, talked about this very topic - and how it’s lived in our organization’s culture – in his latest All Hands. So fortunate to work in this great place!
Nice. What kind of assessments are ongoing in your organization, Susan?
Our OD team relies primarily on Emergenetics. We also have access to Strengthfinders and, my favorite, Hogan (derailers).