«What is measured can only be improved».
Matrice Rendement vs Potentiel
We believe that an individual’s current performance and their potential for development are two distinct measures. Performance refers to the results achieved by the individual and to the skills they currently possess in order to reach these results, while their potential represents their capacity to evolve within the business and to assume a higher-ranking position within a given time frame.
Many managers often make the mistake of promoting employees who perform well because they have a good command of the technical skills associated with a given position. However, this employee promotion method disregards some of the fundamental aspects of efficient talent management and promotes the tendency by which they rise to the level of their incompetence (the Peter Principle). Potential is mainly defined as an individual’s ability and interest in developing the qualities and skills that are required in order to maintain their performance in a significantly more demanding and stimulating position than the one they occupy now.
In concrete terms, by mapping your talents, i.e. by pairing your managers’ performance assessments with their potential assessments, you’ll be better able to identify Key People by positioning them within the matrix above.
The action plan you’ll need to implement in order to ensure your organization’s growth will depend on this positioning.
For more information, don’t hesitate to contact us.