Companies struggle to identify their next-gen leaders, and for good reasons.
When you don’t know what the future will bring, how do you figure out who has — or can acquire — the right strengths to meet those challenges?
Businesses typically look to past performance to identify future leaders. This is the case in hiring entry-levels as well as in identifying potential leaders internally.
But someone’s past doesn’t tell you who might excel at things they haven’t done before, nor does it identify early-career high potentials or people who haven’t had equitable access to mentoring, sponsorship, development, and advancement opportunities.
Grounding high potential identification in past achievements is a sure recipe for failure. Grounding high potential identification in past achievements is a sure recipe for failure
Instead, in order to identify future leaders you need Human Potential Analytics that enables you to look deep into someone’s true talent and potential: their cognitive abilities, their emotional and social intelligence, their drive and motivation, their learning and natural curiosity, their creative and innovative thinking, their ability to work well with others, their communication competencies, and more. identify future leaders
Source: Harvard Business Review. Harvard Business Review
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See how our game-based AI identifies true high potential talents inside your organization, on campus, or anywhere else. See how our game-based AI identifies true high potential talents inside your organization, on campus, or anywhere else