Out-of-the-box thinking from Talent & Potential...

It’s official – the UK economy is now showing strong growth. How does this impact our talent strategy? The immediate risk is of a ‘brain drain’. Many talented people have been frustrated by slow career progress during the 5 years of economic crisis and recession.

Assessment Centres are part of many early talent selection processes. Also, Development Centres are often used to direct the development of high talent populations. There are good reasons for this – if you want an accurate and objective picture, a combination of different approaches to assessment has a good correlation with performance a year down the track. But as with all selection and development processes,

There are a variety of ways to track and rate employees – and when it comes to talent we’re usually looking to identify the very high performers and those with high potential. However, one of the problems with this approach is that we tend to assume that if someone is capable of doing a bigger job then they will actually want to do it. However, that may not always be the case…

Will you or members of your family be getting video games under the tree this year? If so, have you ever wondered why people get sucked into learning on video games, while there is much less dedication to corporate learning?

Part 1 – Rewarding Effort There’s a new movement in education called Gamification; this involves learning lessons from the gaming industry about how to make learning compelling. Video games have a unique characteristic – people will pour hours into learning how to get better. What is it that makes learning in games so addictive, but learning in real life is often put off? Can we ‘gamify’ learning in real life, so that it becomes more attractive, and people put more effort in?