10 Apr

Who has Potential?


From Potential to Performance

A key talent trend that has emerged is a focus on predicting potential in organisations. In fact, we are seeing the obsession with performance being overshadowed by it. The question, however, remains how do we ensure that we have more effective ways to predict this trait?

While not an easy task, our suggestion is to focus on the concept of potential in a multifaceted manner. This includes assessing employees: Capability, cognitive ability and personality.


Understanding the level of work complexity, and decision-making that an employee will be comfortable with in the future, as well as identifying the type of role i.e. manager, senior manager or executive position that an employee can realistically attain.


Cognitive Ability

Determining an employee’s cognitive horsepower, problem-solving, learning potential and abstract reasoning.



Assessing specific elements of personality that have been proven to be strong predictors, as well as linking personality / behavioural characteristics to future job and organisational cultural requirements.


By adopting a multifaceted approach like this above you are effectively assessing potential from multiple angles thereby improving the overall predictive validity. Additionally, you are unearthing key developmental areas that can form part of personal development plans and coaching interventions to ensure that your employees’ potential is realised and that ultimately you see a movement from ‘potential to performance’.

For more information on how to apply this approach, please contact BIOSS Southern Africa.


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