Potential or Mastery of Competencies?

When using advanced assessments with top people in your organization, what do you really need to know about them? Are you looking for the pure potential a person? Or do you need to know exactly what competencies a person has mastered, has somewhat mastered or has no mastery?

So why would you need to know the difference?

First, if you are hiring a person and the position requires a fast start on the part of the candidate, then it would be important to know exactly what competencies this person has mastered and do the mastered competencies fit the job position? To often, people are placed in positions where the expectations are high for a fast start. The only way a successful fast start occurs is when the individual possesses the competencies that are important to the position success. We have often seen very talented people mis-matched into jobs that require competencies they have no or little mastery – thus poor performance in the early goings.

Second, if you are coaching an executive or a key fast tracking individual, then knowing what they have mastered allows you to develop a focused improvement plan. The focus in the development plan would be placed upon the somewhat mastered or no mastery areas that are critical for successful job performance.

Third, during this period of turnaround and survival, we need to know what competencies are making a difference in the performance of executives, managers and key personnel. Therefore, learning which competencies they have or don’t have allows for more targeted performance improvements for the organization. Placing the high performers in positions where they can make an immediate impact is important.

What about this potential thing? Potential is a factor for understanding who can and could be high performers. When creating a high performance track for certain individuals – how do you know they are truly high performers? Most organizations use behavioral factors or gut feel to identify these people. However, certain assessments can validate whatever technique you use with objective information about the natural strengths and weaknesses of each individual.

Identifying potential in individuals allows you to stockpile top talent and high performers. In some cases, you have the time to teach or develop technical skills in these individuals that are specific to your company or industry – thus ensuring continued success by the organization. Building a dominate team of individuals could be the goal of every organization – if the goal is to perform at the highest levels.

If you have assessments that assist you in the identification of competencies or potential in your people – great. If you are looking for methods to improve in this arena for top-grading talent, then contact us to discuss how we can set you up with tools that are proven.

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Voss Graham

Sr Business Advisor / CEO at InnerActive Consulting Group Inc
Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.
About The Author

Voss Graham

Your Knowledgeable Partner for Business Success and Achievement. Dedicated to helping others get to their next level of success. Award winning business advisor; coach to executives and business owners; Business Growth Strategist; and experienced using assessments for hiring & selection, evaluation of teams and improving communication. Voss is available as a Speaker for your conferences or company meetings contact him at 901-757-4434 or use the LinkedIn or Facebook direct messages.

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