What do you do if you want to uncover and nurture high-potential talent in your organization?

Identify the talents that are most needed to drive values and essence. Ensure their ability to delivery with their talent aligns with your organization's goal. Assessing their track records is important. As well, their leadership and collaborative strength among others vital skills.

Firstly, you need to take a proactive approach to talent identification. Continuously scan the talent landscape, looking for individuals who demonstrate exceptional abilities and drive. Look at targeted talent identification initiatives, such as talent assessments and performance evaluations or for graduates, leadership and academics. Once identified, ensure that there are development programmes in place, such as personalized mentorship programs, leadership training, and challenging assignments. By providing ample opportunities for skill-building and advancement you can ensure your organization remains a stable place for top talent, driving both individual and organizational success.

Create a boot camp for brilliance. Tailor programs that don't just fill skill gaps but also ignite passions, challenge the status quo, and prepare your high-potentials for bigger, bolder roles. Think of it as crafting bespoke growth journeys for your stars.

Cultivate a garden where feedback flows freely. Encourage a culture where constructive feedback is the norm, not the exception, allowing your high-potentials to grow, adapt, and flourish. It's about nurturing growth through honest, supportive dialogue.

Use a magnifying glass to examine not just what is achieved but how it's achieved. Set clear, measurable goals that align with your organization's objectives and track progress meticulously. It's about recognizing achievements and understanding the stories behind the numbers.

Think of it as creating an environment so magnetic that your top talent can't imagine being anywhere else. Offer career development, recognition, and a culture that values their contributions, ensuring they feel engaged, valued, and integral to the organization's fabric.

Prioritize ongoing performance assessments to pinpoint top performers. Tailor development opportunities to individual strengths and career aspirations, offering mentoring and coaching to support growth and skill enhancement. Foster a culture of recognition and reward for achievements, encouraging collaboration and innovation. By creating an environment that values and invests in talent development, you'll cultivate a pool of high-potential individuals poised to drive organizational success.

Identify Talent: Use performance reviews and assessments. Provide Growth Opportunities: Offer challenging assignments and leadership programs. Offer Support: Provide mentors and coaches. Recognize and Reward: Acknowledge achievements. Cultivate a Supportive Culture: Foster a learning and growth-oriented environment. Plan for Succession: Develop a plan for future leadership roles.

To uncover, I usually look for employee that go for the extra mile by going out of their impact circle. Here's what is consider: > Are they making an impact for their own growth? > Are they making for their team in a collaborative way? > Are they making an impact at organizational level? If they tick mark on the three circles, I will say they are high potential employees. As a talent leader, I would highly recommend them for: > stretch roles, where they can run programs that they have never been involved before; > where they show adaptability to work with ambiguity and build systems and governance; > where they show growth mindset and see problems as opportunities to not only fix, but nourish and set a high bar to inspire others.