Our research shows that when it comes to staff development, employee performance is still more important than potential. This mostly results from the fact that, in general, management lacks clear observation patterns for potential.

Many promotions are performed according to the pattern: “the best sales person is the best sales manager”. Managers often do not know what they need to pay attention to when it comes to evaluating potential. Hence high-performer are promoted, not high-potentials. For many deciders this is still a Black Box. We want to bring light into the black box with our practice tool “Potential Analysis”.

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