Leadership development may be the most important thing any company does. That’s why, every week, I review blogs and other publications that cover leadership development to find the very best leadership development posts. This week, you’ll find pointers to posts about defining and identifying high potentials, succession planning in family firms, and top trends in talent management.
From Jean Martin: The Motivations and Behaviors That Define High Potential Employees
“A CEB SHL Talent Measurement analysis shows that employees who exhibit six particular motivations and two important behaviors are 11 times more likely to achieve an executive position than those who do not.”
From Dan McCarthy: What is a “High Potential”?
“So how can you tell if someone is truly a high potential, vs. just a high performer? Ah, that’s the million dollar question that organizations have been trying to answer since the dawn of time. While many claim to have the ‘silver bullet’ solution to identifying potential, the reality is that it’s virtually impossible to predict how someone will perform in a future role that they have never done before.”
From Morten Bennedsen: Rising to the Challenge of Succession Planning in Family Firms
“Finding a family successor is one of the greatest challenges for family firms but when done correctly, it will deliver value for the company over and above any other strategy.”
From Jason Averbook and Marcus Buckingham: Top Trends in Talent Management (PDF)
“A radical shift is under way in talent management, creating an unprecedented opportunity to influence how people work and experience work. Amid this shift, HR can reposition itself from an organizational function to a function that enables team leaders—the most critical people in organizations—to build agile, strength-based teams that deliver great performance. To be best positioned amid this massive shift, it is important to understand five key trends transforming talent management.”
