QUIZ: Are Stereotypes Killing Your Talent Program?
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no E.I. can’t communicate withdrawn socially inept clueless weird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.
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