Evidence suggests that leadership pipelines are more unstable than ever. A worrying 58% of organisations report a significant shortage of leaders for key positions and almost a third are unsure that their leaders have the skills required to take the business forwards.

A sound understanding of leadership potential is critical to strengthening leadership pipelines, which means understanding:

•    The key components that predict leadership potential
•    How can we identify potential reliably?
•    How do we enable individuals to fulfil their potential?

But this is no easy feat; potential is perhaps the most complex issue facing HR and Talent professionals. HR and Talent professionals in a range of leading organisations report lack of confidence in talent pipelines and continued uncertainty over how to reliably identify potential as the biggest ongoing talent challenges.


In this ebook, we explore four common shortcomings of current approaches to identifying and developing potential:

  1. Equating current (or past) high performance with future capability
  2. Allowing biases, stereotypes and assumptions to determine high potential talent pools
  3. Neglecting the impact of context
  4. Failing to support individuals to fulfil their potential

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Our Leadership Shift playbook distils decades of behaviour change research into an illuminating guide for HR leaders looking to achieve rapid and sustainable changes in how their leaders and critical talent operate, including:

  • Old habits die hard - creating receptivity to change
  • Ensuring good intentions turn into action
  • Leveraging the behavioural drivers hidden in your work environment
  • Fighting muscle memory - making changes stick

Talent continues to be seen by most CEOs as a key business risk and as of November 2020 features in their top 3 concerns


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