Authored by: Managing Partners Roger Pearman and Robert Eichinger How are High Potentials like stem cells? At a basic level, stem cells are experts in differentation which is a practice need to identify, develop and appropriately deploy our high potential talent. Let’s start by aligning our mindsets on stem cells first. Adult and fetal Stem
Is the customer always right in Talent Managment? Most of the time, yet sometimes not. Current trends are giving us one of those “not” times.
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The annual talent review process surfaces the need for bosses to give an estimate of “ready when” for members of their team. What should be considered when answering this question?
Every year organizations engage in talent management processes that are intended to help them make better talent decisions. What is missing?
Authored by: Roger Pearman and Robert Eichinger How many High Potentials do you need? Most of the time, the answer is more. In our collective 90 years in the practice of Talent Management and Succession Planning, we have never experienced a surplus of talent on the bench who were ready to assume top management roles.
To Tell…Or Not To Tell…Should you tell employees how they were designated in the annual talent review? Explore this age old question.
A frequent question from talent management professionals and senior leaders goes like this: Can we shorten the time it takes to fund an open C-Suite or key functional and geographical leadership role with a well-prepared high potential candidate? And can we decrease the time it takes while assuring future success?
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Many organizations hunt for the elusive High Potentials. They make up 5% or less of the working population and are rare and valuable.
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Equal Opportunity. Everybody endorses it by now. Certainly, most managers, leaders and executives of sizable enterprises endorse it. We are all striving toward Diversity, Equity & Inclusion (DE&I). It’s a winning strategy. It benefits everyone. Here is one disruptive twist in the DE&I conversation: If you believe in Equal Opportunity, you have to apply differential treatment! That’s right, you HAVE TO treat people differently.
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What is the difference between performance and potential in talent management? Explaining the mystery of the 9-box matrix helps to show the difference between these two estimates.
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