이 에피소드에 관해
Your organization says it identifies future leaders. But when the criteria are vague, nominations are secret, and opportunity keeps flowing to the same familiar people, the high-potential list may be measuring sponsorship more than potential.
Christopher Goostrey explains how access turns into evidence, why performance, potential, readiness, and sponsorship are not interchangeable, and how subjective ideas such as passion or executive presence can hide bias. He also gives leaders the FAIR test for making talent decisions more defensible, developmental, and transparent.
Potential is a prediction. Treat it like one.
Follow HR for Humanity for practical HR for people who actually manage people.
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면책 조항: 이 페이지에 포함된 팟캐스트와 작품은 Christopher Goostrey에서 가져온 것입니다. 이 팟캐스트는 소유자의 재산이며 Listen Notes, Inc.와 제휴하거나 보증하지 않습니다.
