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What do you do if your operational planning fails to identify high-potential employees?

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Operational planning is a critical component of your organization's success, focusing on the short-term actions that support your strategic goals. But what happens when this planning overlooks the high-potential employees who could be instrumental in driving your business forward? It's a misstep that can cost you dearly in productivity, innovation, and competitive edge. Understanding how to address this oversight is essential to ensuring your company's operational engine is powered by the best possible team.

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1 Reassess Criteria

If your operational planning has failed to pinpoint high-potential employees, it's time to reassess the criteria used for identification. Consider whether your performance metrics are too narrow or if potential is being equated with past performance rather than future capability. It's crucial to look beyond current roles and think about an employee's ability to grow, adapt, and lead. This might mean revisiting job descriptions, setting new benchmarks for success, or incorporating a broader range of assessment tools.

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Swetha Subramanyam

Empowering Financial Freedom | Financial Coach | Helping Individuals Build Wealth | Strategic Guidance in Financial Wellness | Transforming Lives Through Smart Money Management
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If operational planning fails to identify high-potential employees: Review Process: Analyze the planning process to understand why high-potential employees were overlooked. Feedback: Seek input from team members and managers to identify blind spots in the assessment criteria. Reevaluation: Reassess employee performance and potential using updated criteria or additional assessments. Training: Provide training for managers on recognizing and nurturing high-potential talent. Development Programs: Implement targeted development programs to cultivate potential in identified employees. Succession Planning: Integrate high-potential identification into succession planning efforts for long-term talent management. Continuous Improvement

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2 Engage Leadership

Leadership engagement is pivotal in rectifying the oversight of high-potential employees. Encourage your leaders to take an active role in talent identification by providing them with training on recognizing potential and the importance of nurturing it within their teams. Leaders should be mentors, fostering a culture of development that encourages employees to stretch their capabilities and demonstrate their potential for future roles.

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3 Foster Communication

Open lines of communication between management and staff are vital. If high-potential employees are slipping through the cracks, it could be due to a lack of dialogue about career aspirations and opportunities. Create forums for employees to discuss their goals and seek feedback. This could be through regular one-on-one meetings, career development workshops, or even anonymous surveys that allow employees to express their aspirations without fear of reprisal.

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4 Implement Development

Once high-potential employees are identified, implementing a targeted development plan is essential. This should be a personalized approach that considers the individual's strengths, areas for improvement, and career aspirations. Development plans might include mentoring, cross-functional projects, leadership training, or further education. The key is to provide opportunities that challenge these employees and prepare them for future leadership roles.

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5 Monitor Progress

Monitoring the progress of high-potential employees ensures that they remain on track for advancement and that the resources invested in their development yield results. This involves setting clear milestones and regularly reviewing their achievements against these goals. Adjustments to development plans may be necessary as individuals grow and business needs evolve. Effective monitoring not only aids the employee's growth but also signals to other staff that the organization is committed to nurturing talent.

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6 Reflect and Adapt

Finally, it's important to reflect on the operational planning process itself and adapt it to prevent future oversights. This could involve revisiting the tools and methods used to assess and track employee potential or altering the organizational structure to better support talent development. Continuous improvement in operational planning is as much about the processes as it is about the people they are designed to serve.

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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?

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Anthony Formica

Experienced Senior Administrator, Program Director
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The best three times to identify high potential candidates are: during the hiring process, while training, and in the performance of their duties. In an effective organization, just making it through the vetting process will help identify potential leaders. A thorough review of criteria as applied historically will determine whether the best metrics are being used. Training standards should be challenging, with rigorous standards and assessments being required, with actual results being more important than subjective opinions. Lastly, given the best possible employee, supervising officers need to be invested in the success of their subordinates, and judged accordingly.

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What do you do if your operational planning fails to identify high-potential employees?

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3

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1 Reassess Criteria

2 Engage Leadership

3 Foster Communication

4 Implement Development

5 Monitor Progress

6 Reflect and Adapt

7 Here’s what else to consider

Operational Planning

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What do you do if your operational planning fails to identify high-potential employees?

1

2

3

4

5

6

7

1 Reassess Criteria

2 Engage Leadership

3 Foster Communication

4 Implement Development

5 Monitor Progress

6 Reflect and Adapt

7 Here’s what else to consider

Operational Planning

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