What do you do if your team's performance evaluations reveal untapped talent?

Recognizing someone's untapped talent is the first step towards acknowledging their skills and your awareness of their potential. Once you've recognized their abilities, the next step is to develop a plan that includes a list of projects where they can effectively utilize and further develop those skills. It's important to evaluate this project list together with the individual, allowing them the opportunity to contribute their own ideas for projects they are interested in. This collaborative approach not only empowers them to use their talents but also boosts their engagement and commitment to their work, fostering a sense of ownership in their contributions.

The most important thing humans are sensitive is recognition. Recognize and say what they offer, their attitude, effort,...will help people to increase their performance and show their talent.

The first step to succession planning is identifying top talent internally in the company. I identify hipos in any organization I work with using a combination of below 1. Performance data for the last 3 years 2. Nomination from team leads/business owners/CXOs 3. Identify them myself during intentional 1:1s or group gatherings Once we identify them - I analyze the behavioral, cultural as well competency-wise gap between where they are currently and where they should be to support the business goals. Then begins targeted interventions suited for each role and goal - mentoring/formal trainings/job rotations/special projects etc After that its, monitor & evaluate continuously.

Well I think we are reaching a performance evaluation and are finding untapped potential then first off, we haven't done right by our people. We should never be giving an evaluation that is a surprise. If we are constantly trying to develope our people and strive for greatness then we should know our peoples limitations before we reach an evaluation.

As a leader, you know the breadth of systems and processes in the organization. See how this untapped talent cane be channeled into an existing project in the company. Find out if you can introduce your team members to other leaders in the organization who are looking for that talent.

When setting goals always keep things time based, logical, measurable and using the right people. One thing I have found helpful every years is explaining goals in away that gets buy in and fits what someone needs. Make it personal and how does it benefit the team and specific person. Do not assume just because you say it needs to be done others will just do it. Positional power does not always make a person do things.

Monitor progress is one thing but more important is to look at the attitude of the person. Is this person doing only what is required or does she triy to do more, to bring more value, ask better questions or be more generous of her time, energy and effort?

If I had to hire a person, talent would not be the most important thing I would look at. As a maximum performance coach, I would rather look at the energy, will and generosity of the person, especially in her private life, as she will have the exact same behaviour at work. Talent or tasks are trained and with a person with the right mindset, the performance will automatically increase!