Identifying High-Potential Talent: Are You Looking at the Right Indicators?

After having so many recent conversations with business leaders about identifying high-potential talent, it is clear that most organizations now fully recognize that doing it and doing it well is critical. The problem? Most aren’t very good at it.

One of the biggest mistakes we see is leaders confusing subject matter expertise or current job performance with potential. While both are important markers of a valuable employee, they are?not?indicators of future success in bigger, more complex roles.

So how do you identify true potential? We focus on what we call the?Big 5 Indicators:

Curiosity?– Curious people are natural learners. They ask questions, seek new perspectives, and embrace challenges as opportunities.

Coachability?– If someone resists feedback or clings to their own perspective, growth is nearly impossible. High-potential individuals see feedback as a gift, not a critique.

Cognitive Aptitude?– Smart people learn faster, adapt quicker, and retain key concepts better. They’re easier to develop and more effective in evolving environments.

Risk Orientation?– Growth requires change, and change involves risk. Those who are comfortable stepping outside their comfort zone are more likely to develop successfully.

Ability to Execute in Tough Circumstances?– Perhaps the most critical trait. Organizations need leaders who don’t just have ideas—they make things happen, even in the face of obstacles.

Current job performance may help determine whether someone is worth investing in, but it should never be the primary lens for assessing potential. If your organization is serious about developing future leaders, start looking at the right indicators.

What do you think? Which of these indicators do you find most critical in your organization? Let’s discuss! ??#Leadership #TalentDevelopment #HighPotential #FutureLeaders