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

A high level of staff turnover within a team or department is a sure sign that it is in need of some kind of support. There’s a strong possibility that amongst the teams you are partnering with, there are some whose staff turnover concerns you. If that’s something you can identify with, the good news is it may not be all bad news.

How much does potential change from entry level, to senior positions? As part of building potential models for blue chip companies, we have done research into how senior managers spot potential. We asked them to describe real people they had picked out as high potential, and talked through the ‘critical incidents’ that had made them decide that the person had high potential.

Here’s an interesting question – do you know the strengths of the people in your team? Or, if you’re a Talent Manager, do you know the strengths of the people on your programme?

In this article we’re going to look at something which is too often overlooked when talent planning – that individuals make choices during their careers about how much challenge or stretch they want at a particular point in time.

How do you get managers to think outside the box when they are recruiting into their team? One pattern HR constantly struggles with is managers who fall into the trap of trying to get people into their teams who have followed a similar pattern to their own career path or history.