QUIZ: Are Stereotypes Killing Your Talent Program?

QUIZ: Are Stereotypes Killing Your Talent Program?

Hidden biases that undermine talent program success

Do You and Your Organization View High-Ability People Correctly?


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TAKE THE QUIZ . . .


WHICH OF THESE COMMON DESCRIPTIONS OF

HIGH POTENTIAL EMPLOYEES ARE TRUE?

big-headed         arrogant         know-it-all        elitist            think they’re superior

hyperactive     impatient       impulsive           pushy          controlling       nit-picky

insistent            demanding     pig-headed       narrow-minded           intolerant    uncooperative

overly-opinionated      argumentative           poor team player        unmanageable

no E.I.      can’t communicate          withdrawn       socially inept      clueless       weird

nerd             geek            egghead        crazy ideas      unrealistic            head-in-the-clouds

obsessive      over-thinks everything        self-absorbed      out of step       unaware

temperamental         thin-skinned        neurotic        over-reactive        touchy

troublemaker     too questioning       undercuts authority        maverick

ANSWER: ZERO! All of the labels are faulty automatic assumptions that subtly and seriously undermine any talent program.  Nevertheless, these are the prevailing views of high potential people that continue to be held by most organizations, no matter the country or sector.

Now, ask yourself this question: If a slanted and incorrect view of top talent is the premise upon which talent management is based, are your programs designed to fail? Is there a way to correct these embedded biases and reduce the likelihood of program failure?  Yes, we have the answers you need. For more information about about solutions to these questions, see Why Talent Development Must Be Turned Inside Out. or contact us today

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