Talent IS strategy…

Summary

• A high potential player possesses three key qualities: capacity, character, and motivation.
• Capacity is about the maximum capability of a person, where they keep performing until they reach their limit of incompetence.
• To assess someone's capacity, consider if a salesperson has the potential to become a sales manager.
• Character is the display of mental and moral qualities in behavior.
• The character should reflect values such as competitive greatness—doing the job for excellence, not just for a paycheck.
• Look for sincere candor, meaning the ability to be honest and transparent without fear.
• Ensure the person has unimpeachable character, showing integrity and reliability.
• Motivation measures how much willingness or desire someone has to do the job at hand.
• Consider what personal qualities and values you prioritize when identifying high potential players.

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How To Take Action

Action Plan for Implementing Key Insights on High Potential Players

1. Capacity

Understand True Capability:

• Assess if your team's current roles match their potential. For example, does your salesperson show signs they could handle sales management?
• Implement regular performance reviews focusing on skills growth. Look for areas where they excel and areas where they hit limitations.

Practical Tip:

• Create small, stretch assignments that push your team's abilities. This helps to gauge their true capacity without large-scale risk.

2. Character

Evaluate Mental and Moral Qualities:

• Look for team members who go beyond just clocking in; those who strive for excellence show they have what I call "competitive greatness."
• Encourage openness. Have regular team meetings where everyone can voice their opinions honestly.

Practical Tip:

• Set clear examples of your values through your actions and words. Your team will follow your lead if you show integrity and excellence.

3. Motivation

Monitor Willingness and Desire:

• Keep a pulse on what excites and motivates your team. Are they engaged in their tasks, or do they seem to lack enthusiasm?
• Have one-on-one discussions to understand their personal and professional goals.

Practical Tip:

• Recognize and appreciate good work publicly. A simple thank you or team shout-out can go a long way in keeping motivation high.

Applying the Insights

Identify and Develop High Potential Players:

• When deciding who to promote or invest time in mentoring, ask yourself if they demonstrate capacity, character, and motivation.
• Encourage training and development programs that build on these qualities.

Practical Tip:

• Use a simple, consistent framework for evaluations. Rate each team member based on these three qualities and adjust roles and responsibilities accordingly.

Implementing these steps can help you identify and nurture high potential players in your team, driving growth and consistency without high costs. Focus on low-cost methods such as honest feedback, small stretch tasks, and regular check-ins to build a high-performing team.