Talent Spotting
Identifying High Performers & High Potentials
The 2020 State of the Service Report found that current ‘competition for talent is fierce’ (p. 105) and that our new, constantly changing and complex environment required organisations to ‘adapt in order to attract, develop, mobilise and retain talented and capable people’ (p. 88).
However, what exactly is ‘talent’ and who are the most ‘capable’ people?
This program seeks to help managers successfully ‘spot’ the talent in their teams in order to nurture them for the critical roles of the future.
Identifying an organisation’s most capable is a necessary first step to any strategic approach to their development and deployment into critical roles. Unlocking Potential (2015, p. 26) found that ‘poor identification practices, ranging from self-identification to a tap on the shoulder’ risked organisations not being able to even get off the starting block.
This program will assist managers in identifying what critical functions and roles they need to identify people for and offer research-backed approaches to spotting those most suited to fill them.
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As a result of attending this program, participants will:
Determine critical roles and functions in their teams
Align functional needs with capabilities and behaviours
Consider indicators of future success in future, critical roles and functions
Identify those most appropriate for future, critical roles and functions
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Overcoming bias
Needs analysis
Assessment of potential
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3-hour virtual delivery
Facilitator-led knowledge transfer
Small group and large group discussion
“Max went above and beyond in caring about each of us and always being open and approachable.
I’m so grateful for your willingness to witness me and to be a support as I came face to face with my shadow and worked out how to be the best leader I can be.
It was way more than I expected and you’re amazing.
Thank you for being you.”
-Assistant Director, Department of Prime Minister and Cabinet
Unlocking Potential
Developing High Potential & High Performance Team Members
How can managers take someone who has shown great potential and turn it into reality? ‘The construct of potential implies that individuals can become something more than what they currently are. It implies further growth and development’ (Silzer & Borman, 2017).
This is a program about how managers can take moderate or even excellent performance and develop it even further.
High performers require the input of their manager just as much, if not more, than underperformers.
Those who demonstrate high levels of potential have been found to be more rewarding to work with, and more able and willing to work hard. This in turn leads to high future work performance and career success.
(Chamorro-Premuzic, 2016).
However, these outcomes do not happen in a vacuum: they require a manager who is willing to take the time and effort to give effective feedback, offer opportunities, mentor and coach, and motivate appropriately.
This program focuses on the role of the manager in growing their people, particularly those who demonstrate potential, in order to achieve even higher levels of success for both the organisation and the individual.
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As a result of attending this program, participants will:
Identify appropriate areas of growth and opportunity for their team members
Consider the learning and development needs of high potential team members
Work individually with individuals to achieve even greater levels of success
Motivate high potential employees through engagement and commitment
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Intrinsic motivation
Performance enhancing feedback
Coaching and mentoring
Learning and development
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3-hour virtual delivery
Facilitator-led knowledge transfer
Small group and large group discussion
Practical application: individual performance interventions
Leadership Emergence
Taking the next step.
‘It is not the individual who decides [they are] a leader or will become a leader, but the community that places [them] in that particular role … The individual’s choice is only whether or not [they] will accept the responsibility given to [them] by the community’
(Greenleaf, 2003).
Leadership emergence is not only about the individual identifying themselves as someone who can lead, but about other people identifying that person as someone worth following. This is a program for those who have decided to take the leadership plunge and start on the next step in their career.
This program focuses on strategies for people who are ready to emerge as a leader and considers:
How do others perceive me and how can I manage that perception?
What sort of impact do I want to make and how can I make that impact?
What does effective leadership look like and how can I demonstrate it?
How can I position myself to make the most out of leadership opportunities?
Ultimately this is a program that aims to empower future leaders to realise their leadership potential.
Following the program, participants will work with a coach to crystallise the approach they are going to take in the workplace to emerge as a leader and consider the future of their career more fully.
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As a result of attending this program, participants will:
Demonstrate leadership behaviours in their current role
Reflect on the behaviours their context attribute to effective leadership
Consider their career trajectory
Identify as a leader and be identified as a leader by others
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Social insight: organisational awareness, service orientation, impact management
Self-awareness
Impression management
Career planning
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3-hour virtual delivery
Facilitator-led knowledge transfer
Small group and large group discussion
Self-assessment: public sector leadership potential
Practical application: career planning
1-hour executive coaching session
You and your Team Leaders are one step away from breaking new ground in Team Performance, Culture and Authenticity.
Join us for a Public Sector Talent Management workshop.
Your guides
Get to know the team who deliver the Rixe Group Leadership programs.
