How do you spot high-potential employees from diverse backgrounds?

1 Define potential criteria

In order to define what potential means for your organization and specific roles, it is necessary to understand that potential is not the same as performance, nor a fixed trait measurable by a single test or tool. Instead, potential is an amalgamation of several factors that indicate how well someone can adapt, learn, and grow in different situations and contexts. Cognitive abilities such as critical thinking, creativity, and strategic problem-solving are important criteria for potential. Additionally, learning agility, leadership skills, motivation and drive, and values and fit are all essential components of potential. Learning agility involves the willingness and ability to learn from experience, feedback, and new information while applying this knowledge to new challenges. Leadership skills refer to influencing others, motivating them, and inspiring them to collaborate across teams and cultures. Motivation and drive are the desire and commitment to achieve excellence through pursuing challenging goals. Lastly, values and fit refer to aligning personal/professional values with the organization's mission, vision, and culture in order to contribute to its success.

2 Use multiple sources and methods

The second step is to use multiple sources and methods to assess potential, and to avoid relying on subjective impressions or biases. Performance reviews, assessment centers, psychometric tests, 360-degree feedback, and developmental assignments are all useful methods for assessing potential. Performance reviews involve the evaluation of past and current performance based on clear and consistent criteria and feedback. Assessment centers simulate realistic work scenarios where candidates can demonstrate their skills and abilities in different tasks and situations. Psychometric tests measure cognitive abilities, personality traits, and behavioral preferences using validated and reliable instruments. 360-degree feedback involves collecting feedback from multiple stakeholders on different aspects of performance and potential. Developmental assignments involve exposing candidates to new and challenging projects, roles, or locations so that they can learn and grow from experience.

3 Consider diversity dimensions

The third step is to consider the diversity dimensions of your potential candidates, and to recognize and address the potential barriers and biases that may affect their assessment and development. Diversity dimensions are the characteristics that make people unique, such as demographic diversity (age, gender, race, ethnicity, nationality, religion, disability, sexual orientation, and other identity factors), cognitive diversity (thinking styles, perspectives, preferences, and approaches to problem-solving and decision-making), and cultural diversity (values, beliefs, norms, and behaviors that shape how people interact and communicate in different contexts). These dimensions can influence how potential is perceived and expressed, as well as how candidates respond to different assessment and development methods. For instance, demographic diversity can affect the availability of opportunities and resources for potential candidates. Cognitive diversity can affect the creativity of potential candidates. And cultural diversity can impact the adaptability of potential candidates. It's important to consider these factors when evaluating potential candidates in order to ensure a fair assessment process.

4 Provide feedback and support

The fourth step is to provide feedback and support to potential candidates in order to help them understand their current level of potential, identify their areas of improvement, recognize their areas of excellence, and explore their career aspirations. This can be done through coaching and mentoring, training and education, networking and exposure, and recognition and reward. Coaching and mentoring involves guidance from experienced individuals who can share their insights and expertise. Training and education involves the acquisition of new knowledge and skills through formal or informal learning programs. Networking and exposure includes connecting with other people who can offer feedback or referrals. Finally, recognition and reward acknowledges performance and potential through verbal or written feedback, awards, incentives, or promotions.

5 Monitor and evaluate progress

The fifth step is to monitor and evaluate the progress of your potential candidates, and to adjust your assessment and development strategies accordingly. It is important to track their performance and potential, using objective and consistent measures and indicators. You should also review the feedback and support that you provide to your candidates, assessing their effectiveness and impact, as well as their alignment with your potential criteria and goals. Additionally, you should update your criteria and goals based on the changing needs and expectations of your organization, roles, and candidates. Finally, you should communicate your findings and actions to your candidates, involving them in the assessment and development process, as well as in the decision-making process.

6 Foster a culture of potential

The sixth step is to foster a culture of potential in your organization, and to create a positive and supportive environment for your diverse workforce. A culture of potential values and celebrates potential regardless of background, identity, or difference. It also identifies and develops potential through fair and inclusive assessment and development practices. Additionally, it empowers and enables potential through accessible and diverse opportunities, resources, and support. Finally, a culture of potential shares and leverages potential through collaborative and innovative teams and networks. By creating a culture of potential, you can attract, retain, and engage high-potential employees from diverse backgrounds while enhancing their performance and impact for your organization.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?