Here's how you can spot and cultivate high-potential employees through feedback and evaluation.

To spot and cultivate high-potential employees, use ongoing feedback and 360-degree evaluations. This approach highlights those who excel and influence across different roles. Encourage a growth mindset, valuing learning and resilience, which is vital for leadership development in the humanitarian sector.

Most of us are poor in giving an honest feedback and most of the times it is given at the time of an annual appraisal . Most of the feedbacks are also counter productive . I feel more than feedback a continuous dialogue and a response loop must be attempted in organisations . Specific points where performance shows a downward trend must be spoken about in a conducive environment and results monitored jointly The employees must be made to feel a part of the process rather than be castigated as low performers

Spotting and nurturing high-potential talent is crucial for organizational success. Keep an eye out for individuals who consistently demonstrate exceptional performance, show a hunger for learning and growth, and exhibit strong leadership qualities. Provide opportunities for them to take on new challenges and responsibilities, allowing them to showcase their potential. Offer mentorship and guidance to help them develop their skills and reach their full potential. Encourage a culture of continuous learning and recognize and reward their achievements along the way. By spotting and nurturing high-potential talent, you can cultivate a dynamic and thriving team that drives innovation and success. Check out my newsletter !

1. Observation Beyond Performance: Identify employees who exceed their job descriptions by displaying keen interest in the broader business context, asking insightful questions, and proactively seeking feedback. Observing behavior and interactions with others is key, focusing on their willingness to learn, initiative, and adaptability. 2. Constructive Challenge: Look for individuals who aren't afraid to challenge the status quo in constructive ways. These are the employees who contribute new ideas and perspectives that can drive innovation and improvement within the company. 3. Tailored Development: Early recognition of these high-potential traits allows for customized development opportunities.

Identifying and nurturing high-potential individuals demands a systematic strategy. Instead of focusing exclusively on past accomplishments, analyse important behaviours such as cognitive, drive, and emotional quotients first. Provide focused coaching and development opportunities to assist staff improve skills such as problem solving and empathy. Additionally, ensure fair access to mentoring, sponsorship, and growth opportunities for all employees, regardless of background. Investing in high-potential individuals is critical for driving organisational success.

In my experience, spotting high-potential employees isn't just about performance metrics. It's about observing their curiosity, their drive to learn, and their ability to adapt. These individuals often push boundaries, not for the sake of rebellion, but to innovate and improve. They're the ones who are not just interested in their own roles, but in the bigger picture of the business. They seek feedback, not out of insecurity, but out of a desire to grow and excel. As a leader, it's crucial to recognize and nurture these traits, as they are the building blocks of future leadership.

- In my experience, this is very simple but we overcomplicate it more often. - You invest in people, you care for them. It starts like that. - You are not investing in you only. You are only as good as your team or people. - When you invest time in your reports, you do observe more, Be it 1-1s or Retrospectives or any other form of meetings, you start caring. - When you care it comes naturally. - You don't need half-year or yearly feedback or a performance cycle to spot the talents. You do it every day. - You make them better. They make you better.

💫 An Organization should have a Productivity Matrix / Sheet I think highlighting the Areas in which the Team Members have Contributed . 👉 Percentage of Errors Done and thereby Accuracy in the Work Done could all be shown as a Feedback to the Entire Team for the work Each Team Member has done in the Respective Areas . 👉 This would enable the Management to Spot The Talent which is Performing let's say Above Par on a Continous Periodic Basis . 👉 In this way Competition could also be enhanced among the Team Members with respect to Deriving Productivity Gains from Each one of them , thereby ultimately Benefitting the Organization's Growth . 👉 So , Annual Appraisals could be set by following such System of Measuring Productivity .

Spotting and cultivating high-potential employees through feedback and evaluation involves a strategic and observant approach. Use performance evaluations not just to assess current skills, but also to identify individuals with the aptitude for leadership and more complex responsibilities. Provide these employees with specific, constructive feedback that challenges them and outlines clear development paths for growth. Additionally, engage them in stretch assignments and mentorship opportunities to nurture their abilities and prepare them for advanced roles within the organization, ensuring their potential is fully developed and aligned with company goals.

Giving feedback is more of an art than a science. In my view, good feedback is given timely, specifically, consistently and authentically. Unfortunately, some managers (and some employees) wait around for official performance reviews to give (and receive) feedback. This is not a good practice and does not encourage sustainable growth. Instead, feedback can be given continuously. The manager can raise feedback proactively either as praise or coaching after a key moment, and similarly the employee can solicit feedback from the manager or across peers. When feedback is given appropriately, all stakeholders benefit.

Doing the same thing for 1 year and still NO EXPONENTIAL improvement with employees? Providing effective feedback is essential for developing high-potential employees. Here's how to do it: 🟠 Be Specific and Timely: Offer feedback promptly and with precision, focusing on behaviors and outcomes rather than personal attributes. 🔵 Maintain Balance: Acknowledge strengths while addressing areas for improvement, providing a well-rounded perspective. 🟠 Ensure Actionability: Make feedback actionable by providing clear guidance on how employees can apply it to future situations.

"Empower your team's growth with effective feedback. Cultivate high-potential employees through constructive evaluation. Leadership begins with guiding and nurturing talent. #LeadershipDevelopment

While leading sales for IBM's AI business in Asia Pacific, I effectively used specific, actionable feedback to enhance our sales strategies. For instance, after noticing inconsistencies in our sales approach across different markets, I provided targeted feedback to refine our tactics and foster better alignment with regional needs. This timely and balanced feedback significantly improved our team's effectiveness and coherence, directly contributing to increased sales performance and substantial growth in the region.

I agree that defining objectives that are aligned with both the personal aspirations of employees and the strategic objectives of the organization is essential to drive their long-term growth and contribution. However, I believe it is important to take each employee's individuality into account when setting these goals. Not all employees will have the same career aspirations or capabilities, so goals should be tailored to their specific needs and abilities. Furthermore, it is equally important to provide the necessary support and resources so that employees can achieve them.

If you never saw the bullseye, would even AIM for it? Setting clear, challenging goals is key to nurturing high-potential employees. Here's how: 🔵 Align with Aspirations: Ensure goals resonate with employees' career aspirations and organizational objectives, fostering motivation and engagement. 🟠 Encourage Growth: Challenge employees to expand their capabilities by undertaking projects that offer new experiences and learning opportunities. 🔵 Make Goals Measurable: Define goals that are specific, measurable, achievable, relevant, and time-bound (SMART), enabling clear tracking of progress.

Empower your team's success with targeted feedback and evaluation. Identifying high-potential employees begins with setting clear goals. As a leader, your guidance fuels growth and cultivates excellence. Harness the power of goal-setting to unlock your team's full potential.

Um High-Potentials vollständig zu entwickeln, muss auch ihre Fähigkeit zur Selbstreflexion gefördert werden. Dies kann durch regelmäßige Selbstbewertungsmechanismen und Coaching zur Stärkung der inneren Werte unterstützt werden. Das gilt insbesondere für künftige Führungskräfte. Wer nicht in der Lage ist sich selbst zu reflektieren und zu führen, wird sich kaum zu einem wahren Leader oder zu einer wahren Leaderin entwickeln.

Show high-potential employees a clear trajectory for their career advancement within the organization. Tailored career pathing helps them visualize their future with the company and understand the steps needed to achieve their career goals.

Encouraging growth involves providing high-potential employees with leadership opportunities and exposure to cross-functional projects. By mentoring them through complex challenges, they're prepared for broader responsibilities. For example, during my transition from AI sales to leading sales enablement at IBM APAC, I implemented this approach by involving employees in key initiatives, thereby enhancing their development and readiness for strategic roles. Recognizing their achievements further motivated their commitment to growth.

To nurture high-potential employees, offer leadership roles and cross-functional projects, to equip them with a holistic view of the business, and erase their comfort zone. High-potential talent must be versatile, not specialized. Mentorship and coaching support them in overcoming challenges and preparing for greater responsibilities. Recognition and rewards validate their progress, fostering dedication to personal and professional growth. Check out my newsletter!

Empower your team's potential through strategic feedback and evaluation. By fostering a culture of growth, you not only identify high-potential employees but also cultivate their talents. Encouraging growth isn't just beneficial—it's essential for driving innovation and success. Lead with purpose, inspire development, and watch your organization thrive.

Creating opportunities for them to take on leadership roles or participate in cross-functional projects is essential for their development. Providing mentorship and coaching, as well as recognizing and rewarding their progress, will reinforce their commitment to personal and professional growth. This proactive approach can help you build a strong talent pipeline and ensure the long-term success of your organization.

Start by providing ongoing learning opportunities tailored to their interests and career goals. Offer mentorship from seasoned professionals who can provide guidance and support. Encourage them to take on challenging projects that stretch their skills and knowledge. Provide regular feedback and recognition to acknowledge their progress and contributions. Additionally, create a culture that values and rewards initiative and innovation. Quality is contagious: high caliber talent will attract more high calibers, while incumbent will feel the pressure to raise their bar. Don't miss out! Check out my newsletter!

In the realm of leadership, identifying and nurturing high-potential employees is paramount. By leveraging feedback and robust evaluation systems, we can pinpoint individuals with exceptional capabilities, guiding them towards greater growth and success. Moreover, fostering collaboration among team members not only cultivates a dynamic work culture but also unlocks synergies that propel us towards our collective goals. Embrace this imperative, for in collaboration lies the key to unlocking untapped potential and driving sustained excellence.

Also at this point I see the need to relate diversity and inclusion in the context of collaboration between high-potential employees. While it is essential to encourage these employees to build networks within the organization, it is also essential to ensure that these networks are diverse in terms of backgrounds, experiences, and perspectives. By promoting collaboration between employees from diverse backgrounds, more creative and innovative ideas can be generated. Additionally, fostering an inclusive environment where all employees feel valued and heard can improve team cohesion and job satisfaction.

By using clear and measurable criteria, organizations can assess employees performance, skills, and potential in a fair and unbiased manner. This approach helps in identifying employees who demonstrate the skills, capabilities, and potential for growth that align with the organization's goals and values. Additionally employees have a clear understanding of what is expected of them and how they can progress within the organization.

An additional contribution to this point would be to highlight the importance of flexibility and adaptability in the continuous evaluation process of high-potential employees. While it is essential to use varied evaluation methods, it is also important to recognize that each employee's needs and circumstances can change over time. My recommendation is that, in addition to conducting regular evaluations, leaders must be open to adjusting employee development objectives and strategies based on their progress and evolution. This may involve periodically reassessing established goals, identifying new areas of development and providing the necessary support to address emerging challenges.

Implement a mentorship program where high-potential employees are paired with experienced leaders. Mentors can provide valuable guidance, share insights, and offer support tailored to the individual's career aspirations and development needs. This one-on-one relationship fosters a nurturing environment for growth and helps high-potential employees navigate challenges more effectively. Additionally, mentors can advocate for their mentees' advancement within the organization, further accelerating their career progression.

Ständige Bewertungen können Druck erzeugen und die kreative Freiheit einschränken, insbesondere wenn die persönlichen Entwicklungsziele der Mitarbeitenden nicht oder nur wenig einbezogen werden. Ein alternativer Ansatz könnte darin bestehen, mehr Gewicht auf Peer-Feedback und selbstgesteuerte Evaluationsprozesse zu legen.

Identifying and nurturing high-potential employees relies on structured feedback and evaluation. Clear performance standards aligned with organizational goals are crucial. Regular assessments offer insights into achievements, skills, and areas needing improvement. Ongoing feedback fosters growth through informal discussions, peer assessments, and mentorship. Recognizing excellence, adaptability, and leadership potential helps identify promising employees. Cultivating talent involves tailored development plans and challenging assignments. Providing constructive feedback empowers employees to fulfill their potential, driving success.

Relational leadership can add significant value to this process of identifying and developing high-potential employees. By adopting a relational approach, leaders can establish deeper connections with team members, allowing them to better understand their strengths, motivations, and developmental needs. This facilitates the identification of those who demonstrate desirable leadership qualities, such as the ability to collaborate effectively, inspire others, and build strong relationships.

You need to identify your superstars early. I had one such leader in my division who was one of my superstars. I had employed them in a different role years before and had nurtured their career growth to the institution level leadership role they were currently in. We were regularly having conversations, outside of those related to goals and performance, around where they wanted to go career wise and what skills they needed to get there. By knowing this, I was able to help them develop those skills and gain experience and look out for relevant promotion opportunities when the time was right. It is about open dialogue, trust and respect and a true desire, as a leader, to ensuring the growth, development and success of your team members.