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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.
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免責聲明: 本頁面嵌入的 Podcast 和封面圖片來自 Christopher Goostrey，歸其所有者所有，與 Listen Notes, Inc. 無關聯，也未獲得 Listen Notes, Inc. 背書。
