WHY OUR TRADITIONAL APPROACH TO HIGH POTENTIAL MEANS WE MISS OUT ON SUPERSTARS
Psychologist Adrian Furnham was interviewed by the CIPD on why our traditional approach to high potential means we miss out on the real superstars.
Few of us would relish managing an employee who routinely described his subordinates as ‘idiots’ or expected staff to stay at work all night to meet his self-imposed deadlines. Yet Steve Jobs and Mark Zuckerberg, two leaders with just such traits, also possessed the vision to grow billion-dollar businesses from scratch.
It’s a paradox that has long puzzled Adrian Furnham, professor of psychology at University College London and author of a range of respected books exploring the unseen principles that underpin our working lives. He’s attempting to solve it with his involvement in The GC Index (thegcindex.com), an online assessment tool that helps organisations see beyond traditional tick-box approaches to talent and identify genuine ‘game changers’.
If businesses could spot and nurture talented individuals who don’t immediately fit the corporate mould, he argues, they wouldn’t so often end up as either entrepreneurs or misfits. People Management asked Professor Furnham whether HR is ready to take a gamble when it comes to potential.
Visit CIPD to read the full interview.