Identifying Future Talent

In order to keep the leadership pipeline fully stocked with future leaders, organisations adopt a variety of approaches to identify talent. These range from simple hunches through to complex assessment processes. The most common method used – identifying potential based on the subjective views of existing managers – is flawed, because the reviewers are subject to all kinds of prejudices, personal preferences and local politics. Assessment Centres are another potential solution, but they are expensive and time consuming. Continue reading