Soft skills

From potential to performance: identifying and developing your key talent

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Identifying your key talent

Why focusing on key talent is critical in times of economic downturn

The most valuable resource for every business is its workforce. Without talented and driven people, building a successful company becomes impossible. Developing the potential of your top performers is vital to the growth and sustainability of an organization and key to staying resilient in competitive markets.

In a tight economy, it’s even more critical to allocate learning resources in a way that makes the most impact. This means focusing on the talent who will help your organization get where it needs and wants to go. Investing in the growth of individuals who consistently go above and beyond their job to achieve their goals will likely result in a significant return on investment for your business.

Uncovering your company’s hidden gems

There is no one-size-fits-all approach to finding your key talent. It’s important to recognize the unique traits that contribute to your organization’s success and use them as a guide for identifying your top performers.

Start by considering objective and subjective criteria. Objective criteria are measurable attributes that include performance data, experience and hard skills.

For instance, an employee who consistently delivers high-quality work and demonstrates extraordinary technical skills could be considered a high-potential talent. Similarly, an individual who contributes significantly to the organization’s profitability could also be identified as such.

The subjective criteria, on the other hand, include behavioral traits such as motivation, leadership potential, and emotional intelligence. A top performer might be an employee who demonstrates strong collaboration skills, the capacity to inspire and lead others, and the eagerness to learn new things. Someone with great problem-solving skills and the ability to work under pressure could also be identified as a key talent.

Organizations need to use a combination of these criteria to effectively identify their key talent.

While these traditional qualifications and objective criteria can be useful, they do not always reveal the person’s full potential. Because some criteria can be subjective, like individual potential and interpersonal skills, it’s valuable to ask managers which team members they think are the needle movers.

Data-driven assessments are another way to gain unique insights on an individual and uncover opportunities for growth, besides being a powerful tool to help employers make better hiring decisions.You can also look for continuous learners in your organization. Key talent are usually passionate and motivated individuals that are always looking for ways to learn and progress. They are eager to take on new tasks and challenges to expand their skills and consistently go above and beyond their job to achieve their goals.

Don’t overlook the importance of cultural fit. Finding someone with the right technical skills and experience is just half the battle. It is crucial to find someone who shares your organization’s values and will be a good fit for your team in the long term.

Fostering learning and growth in key talent

Now that we know how to identify key talent, let’s take a closer look at how you can support their development:

Investing in the development of key talent is crucial for organizations, especially in tough economic times. By prioritizing the growth of high-performing individuals, organizations can prepare themselves to face market challenges and potentially gain a competitive advantage. Additionally, focusing on the development of top talent can lead to increased employee engagement, job satisfaction, and retention, ultimately contributing to the long-term success of the organization.

Download our e-Book to discover how to move the needle in a complex business environment and design outcome-based training for your key talent.