Senior strategic potential talents

Project background

When selecting "key talents", organizations should focus on their "potential", that is, their ability to cope with future "uncertainties". "Cognitive complexity", that is, "human brain CPU", is the core indicator for identifying high-potential talents, which reflects the human brain's ability to digest external information. The lower version of the "human brain CPU" focuses more on the empirical processing of simple and deterministic things; The higher version of the "human brain CPU" is better able to cope with the infinite amount of ambiguity and "uncertainty" space in the future. Therefore, the identification of the "human brain CPU" version has become the core indicator for identifying "high-potential talents", "executives", "key talents", etc. As a new talent selection idea, "interior evaluation" is of epoch-making significance in helping enterprises discover and screen high-potential talents, select senior managers, and establish a high-potential talent pool within the organization.

Project Objectives

• Clarify the work goals and future development paths

• Proactive work habits: how to go from passive to proactive

• Result-oriented goal management: how to think about problems from the result, and not only the result but also the process

• Communication skills for role transformation: Learn multi-dimensional communication skills and look at problems at multiple levels

• Time planning for double efficiency: Learn to make the most of your time and gain a deep understanding of time utilization

• Informal leadership training: Learn to be the leader of the team without using administrative power

Suitable for

High-potential employees and reserve management talents

Project process

• How to define potential talents

• From business strategy to talent strategy

• Strategy-driven talent management framework

  
  

• Evaluation and inventory screening of potential talents

• Talent management health indicators

• Industry Insights

  
  

• The training plan for potential talents is formulated and the mentor supporting system is established

• Planting the Seeds: Nurturing Talent Culture

• Identifying high potential: precautions in talent assessment and inventory

• Kill multiple birds with one stone: "extra-budgetary" talent development projects

• Stimulate vitality: the internal flow of talents that "combines points and surfaces"

  
  

• Internal talent flow that combines points and surfaces

• Do different fireworks: the core competitiveness of talent managers