This is a guest post from Danny Clarke at Danny Clarke Training.
People and companies often use the word ‘potential’. It’s thrown around as a bit of a buzz word to describe how a business is genuine about investing in its people. How it’s serious about development and how sometimes it’s even an personification of the company values. For some it’s even a bit of CSR – Corporate Social Responsibility.
What’s interesting to analyse and even judge is what a company does to:-
Let’s look at the first area – recognising potential internally. A lot people would think they are good at spotting talent. We see a go-getter, a can-do attitude and we say I like the look of this up and comer. However I guess we are insinuating the person is always young. Isn’t it possible, in addition to a bright young thing shining through, that more mature people can also be stars? The attributes that we look for and identify in a quality person can already exist in what a person achieves in the struggles of their personal life. Anyone who’s dealt with and overcome problems in their own lives, can often find the intricacies and politics of business life not a big issue.
Then there’s the issue of who’s spotting this potential. Have you ever heard the phrase – people recruit in their own image? When we interview we like the answers or attitude of the person who’s similar to ourselves. Is that really a sincere way to see potential?
In its most extreme form, it’s when a parent over pushes a child to be ‘more like them’, to study in the same areas or disciplines and go for the same type of job.
In my opinion, the main people in a company tasked, formally or informally, with identifying potential are managers.
Let’s move to the 2nd point – how to harness and develop potential. Like the above, this is typically done by managers, in the way they were previously developed. For decades in this country, people got senior roles due to time served. Rewarding loyalty is great, promoting someone into a managerial role and all the responsibilities that entail, is dangerous if the skill set isn’t right.
Let’s say you have someone who you rate or the company sees as having a strong future. Is someone genuinely telling this person how highly they’re rated or do we avoid this to ensure they don’t get a ‘big-head’?
I sometimes hear of a business apprenticeship or graduate scheme. A set plan to develop a person. Aren’t some existing staff missed off these opportunities, as they’re not new?
Which just leaves us with the idea of retaining talent. Headhunting is a concept that some people think only happens at boardroom/corporate/Canary Wharf level. That’s a big mistake. If you have great staff, people with potential, trust me others know about them. What’s incredible now in business is that the industry expertise is less relevant. Meaning competitors are ready and willing to poach your stars regardless of where they work. A person with potential can easily be trained in a new role. You can’t really put a price on someone with a genuinely positive attitude, behaviours and willingness.
So some powerful questions to ask of your business right now is:-
If it’s agreed that your managers are vital in the process of developing your stars, then:-
I’ve spent 20 years working in people development, specifically management development. I specialise in delivering my modular Management Development Programme to clients all over the UK. If you would like to know more about how I can help improve the potential in your business please get in touch.
Phone: 07775 555 354