You're looking to develop your team. How can you identify high-potential employees in grant administration?

1 Assess their competencies

One of the first steps to identify high-potential employees is to evaluate their core competencies for grant administration. These include technical skills, such as budgeting, reporting, compliance, and data analysis; interpersonal skills, such as communication, collaboration, and negotiation; and strategic skills, such as problem-solving, critical thinking, and innovation. You can use various tools and methods to assess these competencies, such as performance reviews, feedback surveys, tests, or simulations.

2 Observe their behavior

Another way to identify high-potential employees is to observe their behavior and attitude in different situations. How do they handle stress, uncertainty, and change? How do they respond to feedback, criticism, and conflict? How do they approach learning, development, and improvement? How do they demonstrate initiative, leadership, and ownership? Look for signs of resilience, adaptability, curiosity, and growth mindset in your team members.

3 Involve them in projects

A third way to identify high-potential employees is to involve them in projects that challenge them and expose them to new opportunities. You can assign them to lead or participate in cross-functional teams, special assignments, or pilot programs that require them to apply their skills and knowledge in different contexts and domains. You can also encourage them to pursue external grants, partnerships, or networks that expand their horizons and connections. Monitor their progress and results, and provide them with support and guidance.

4 Solicit their input

A fourth way to identify high-potential employees is to solicit their input and opinions on various aspects of grant administration. You can ask them to share their insights, suggestions, or solutions on how to improve the efficiency, effectiveness, or impact of your grant processes, policies, or outcomes. You can also invite them to contribute to the strategic planning, vision, or goals of your organization or department. Listen to their perspectives and acknowledge their value.

5 Recognize their potential

A fifth way to identify high-potential employees is to recognize their potential and communicate it to them. You can express your appreciation and praise for their work and achievements, and highlight their strengths and areas of improvement. You can also discuss their career aspirations and expectations, and align them with your organizational needs and opportunities. You can offer them coaching, mentoring, or sponsorship to help them develop their skills and advance their careers.

6 Engage them in development

A sixth way to identify high-potential employees is to engage them in development activities that enhance their competencies and prepare them for future roles. You can provide them with formal training, workshops, or courses that update their knowledge and skills in grant administration. You can also expose them to informal learning, such as job shadowing, peer learning, or webinars that broaden their understanding and experience. You can also create individual development plans that outline their goals, actions, and resources.