HR professionals typically agree that a more integrated, transparent, and strategic response to succession management is needed. Identifying high-potentials is part of that need and now, more than ever, succession management requires a reliable yet delicate approach. As outlined in 'The Politics of Potential - how organisational politics are poking holes in your high-potential programme', the old ways of selecting and developing leadership talent needs a shake-up; and the skills necessary to emerge as a leader aren’t the same as those required to perform effectively as one.
Adding a data-driven approach, based on reliable psychometrics and a verified high-potential framework can add value to a company’s succession planning toolkit. This e-book discusses the risk organisations take if they only focus on politically savvy 'go-getters'.
As a way to reliably assess the strengths and challenges, values and drivers, and possible career derailers of each person as a unique individual, Hogan’s model offers a comprehensive application along these three leadership dimensions:
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