Ten Facets of Potential

Document created by 1049487 on Aug 18, 2015Last modified by 1002028 on Aug 24, 2015
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Tom_Sheehan_news.jpgSome companies wrongly assume that high performance equates to high potential. That is not always the case. On the other hand, there are certain observable personal attributes that may be indicators of upside potential.

 

Here are ten indicators that should help you further assess and unlock employee potential:

 

 

  1. Proven track record: Potential is just that, potential, until it is partnered with a track record of accomplishment and strong results.
  2. Ability to execute: The ability to plan, implement, and deliver (for both day-to-day operations and larger-scale projects) shows a willingness to fight through obstacles and get things done.
  3. Demonstrates initiative and drive: A big part of potential is the underlying motivations that push people to go the extra mile without being asked to do so. Initiative and drive are the fuel of potential.
  4. Understands the people side of the business: Getting great results without integrity, without empathy, without regard for people, or without the ability to build talent, typically derails potential, and careers.
  5. Strong desire to learn, grow, and develop: A desire to constantly improve oneself suggests that a person is striving to unlock their full potential.
  6. Ability to influence others: Whether a person is an individual contributor or a manager, the ability to influence others is critical element of potential.
  7. Has a broad view of the organization: Potential can only be realized when someone takes the ‘blinders off’ and starts to see the big picture. Potential is limited when an individual lacks the intellectual curiosity to see how all of the pieces fit together.
  8. Solid communicator and active listener: Solid communication skills are a core competency for most positions; without them, an individual’s potential is limited.
  9. Good self-awareness: Good self-awareness means that the individual is open to constructive feedback, without getting defensive; and they understand their development opportunities while still being able to leverage their strengths.
  10. Consistent Engagement: An employee that turns their engagement on and off, based upon mood or assignment, has limited upside.

 

And as always call me if you want to discuss talent management needs at your organization, I can be reached directly at (919) 325-4113.

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