Forward-looking organizations realize that they have to renew themselves periodically to cope effectively with change and frequent disruptions by unleashing people's potential, exploring new possibilities and shaping the capacities to perform in the future.
Potential power is the combination of power of mindset, power of knowledge, power of competency, and power of learning/training. Altogether and combined, they provide a well-rounded assessment baseline of "character" or more specifically the individual’s mindsets, and a set of cohesive capabilities. Potential assessment is not just a stand alone assessment, it is the foundation of a full-blown, structured personal and leadership development process.
Brainpower: If the mind is a characteristic of living creatures, then it is highly related to what makes a living creature. The mind is the output of ideas, opinions, feelings, emotions, attitude, attributes of one’s behaviors. The mind has to do with the flow of energy, like a software, thinking is only a small aspect of consciousness, but it’s technically the most crucial human activity to drive changes and spur innovation. Thoughts are not isolated: Thoughts follow the thoughts, thoughts wrap around the thoughts, to create ideas. Also, breaking down those old thought chains can free us, either individually or collectively, from the past and leap us toward the next level of growth cycle.
The power of the brain builds our cognitive abilities to gain new knowledge, make judgement, trigger imagination, and shape character. Cognition can happen in many different ways and their combinations enhance our description of the world and ourselves within it. People acquire knowledge through thinking and sensing. When we explore the mental process of acquiring new knowledge through thoughts, experiences, and senses - the cognition involves exploring varieties of meanings/thoughts and abandoning old and establishing new relations - that is how innate ideas come from. When assessing a person’s character, we need to understand that character oozes out of a person’s thought process, communication, behaviors and action and so on and so forth. You really need the acumen and power to probe at a very deep level, allowing you a much deeper ingress into the very soul of the person. Through the in-depth understanding of people’s cognitive differences, we can develop their innate talent and maximize their potential.
Learning power: Learning is a process and everyone has an enormous capacity to learn for unleashing their potential. Nowadays, knowledge is both power and commodity, the digital professionals today have to learn and relearn all the time and then apply those lessons to succeed in new situations and build competency. Individuals showing potential are distinguished usually by their mastery of new roles quickly and effectively. In fact, learning agility differentiates high potential from mediocre; collectively. The emerging digital technologies such as collaboration platforms and tools provide a flexible way to learn, share and collaborate for unlocking collective human potential. It is a culture shift and digital capability underpinned by the process which can be managed and it will directly impact the speed of the digital transformation.
Limitations on learning are barriers generated by humans. Learning-thinking-doing is an iterative continuum today. In many circumstances, the perception based on the information you absorb shapes the lenses you perceive of the world. To deal with unprecedented complexity and uncertainty, there are numerous angles to look through the problems; there's overloaded information about the problems, and it requires multipath to solve them innovatively. Through the power of learning, over time, you develop an effective set of filters that help you find new information that interests you, develop your cognitive ability and discernment skills to find "the right answer." Keep in mind, the power of learning is the key to new knowledge, and keep you open minded. Because one day you will have new answers or complete answers to the questions that interest you, and what you learned will become part of who you are.
Competency power: Even though the raw talent is innate, it takes the immense amount of time and hard work that "naturally talented" people have committed to developing their talents and building their professional competencies such as creativity, changeability, or influence power, etc. Competency is a set of cohesive capabilities, any entity, human, automated, or any aggregation of human or automated, performs an activity and provides a capability. Capability bridges between where you are and where you want to be. One of the most critical responsibilities of people management is to develop people and use people’s talent in the right way, unleash their potential, develop their unique competency, and put them in the right position to solve the right problems effectively. Create the right environment to grow a natural affinity into "talent,“ believe in "building talent" where it would otherwise be underutilized or dormant. When you find the TALENT to make sure they get placed into the most conducive environment where they can flourish and make the maximum contribution not just to the business but to their own career.
However, in most organizations, cross-functional collaboration within the business only occurs occasionally, the amount of segregation and number of silos, the lack of cooperation and the amount of unhealthy competition in the workforce are still the business reality today. When the company requires talent or skills that are in very high demand, set up processes to "build" the type of people you need or tap unconventional pools to recognize talent deeply. .Some can be trained, some can not. Contemplate a set of questions to clarify: What is the thing referred to as talent, capability, skill, experience, preference, bias or others? How to differentiate them. What is innate, what is learned? What intervention makes a difference? Training, teaching? coaching? Role modeling? Self-directing? Etc. What do those interventions make a difference to? “Developing Talent” should be an ongoing practice. “Talent creating” is a strategic choice to build an alternative talent pipeline.
Modern society is a dynamic continuum with collective human progress. Those forward-looking organizations realize that they have to renew themselves periodically to cope effectively with change and frequent disruptions by unleashing people's potential, exploring new possibilities and shaping the capacities to perform in the future so that they not only 'earn enough from today,' but thrive in the future, and make continuous progress at a steadfast pace.
Brainpower: If the mind is a characteristic of living creatures, then it is highly related to what makes a living creature. The mind is the output of ideas, opinions, feelings, emotions, attitude, attributes of one’s behaviors. The mind has to do with the flow of energy, like a software, thinking is only a small aspect of consciousness, but it’s technically the most crucial human activity to drive changes and spur innovation. Thoughts are not isolated: Thoughts follow the thoughts, thoughts wrap around the thoughts, to create ideas. Also, breaking down those old thought chains can free us, either individually or collectively, from the past and leap us toward the next level of growth cycle.
The power of the brain builds our cognitive abilities to gain new knowledge, make judgement, trigger imagination, and shape character. Cognition can happen in many different ways and their combinations enhance our description of the world and ourselves within it. People acquire knowledge through thinking and sensing. When we explore the mental process of acquiring new knowledge through thoughts, experiences, and senses - the cognition involves exploring varieties of meanings/thoughts and abandoning old and establishing new relations - that is how innate ideas come from. When assessing a person’s character, we need to understand that character oozes out of a person’s thought process, communication, behaviors and action and so on and so forth. You really need the acumen and power to probe at a very deep level, allowing you a much deeper ingress into the very soul of the person. Through the in-depth understanding of people’s cognitive differences, we can develop their innate talent and maximize their potential.
Learning power: Learning is a process and everyone has an enormous capacity to learn for unleashing their potential. Nowadays, knowledge is both power and commodity, the digital professionals today have to learn and relearn all the time and then apply those lessons to succeed in new situations and build competency. Individuals showing potential are distinguished usually by their mastery of new roles quickly and effectively. In fact, learning agility differentiates high potential from mediocre; collectively. The emerging digital technologies such as collaboration platforms and tools provide a flexible way to learn, share and collaborate for unlocking collective human potential. It is a culture shift and digital capability underpinned by the process which can be managed and it will directly impact the speed of the digital transformation.
Limitations on learning are barriers generated by humans. Learning-thinking-doing is an iterative continuum today. In many circumstances, the perception based on the information you absorb shapes the lenses you perceive of the world. To deal with unprecedented complexity and uncertainty, there are numerous angles to look through the problems; there's overloaded information about the problems, and it requires multipath to solve them innovatively. Through the power of learning, over time, you develop an effective set of filters that help you find new information that interests you, develop your cognitive ability and discernment skills to find "the right answer." Keep in mind, the power of learning is the key to new knowledge, and keep you open minded. Because one day you will have new answers or complete answers to the questions that interest you, and what you learned will become part of who you are.
Competency power: Even though the raw talent is innate, it takes the immense amount of time and hard work that "naturally talented" people have committed to developing their talents and building their professional competencies such as creativity, changeability, or influence power, etc. Competency is a set of cohesive capabilities, any entity, human, automated, or any aggregation of human or automated, performs an activity and provides a capability. Capability bridges between where you are and where you want to be. One of the most critical responsibilities of people management is to develop people and use people’s talent in the right way, unleash their potential, develop their unique competency, and put them in the right position to solve the right problems effectively. Create the right environment to grow a natural affinity into "talent,“ believe in "building talent" where it would otherwise be underutilized or dormant. When you find the TALENT to make sure they get placed into the most conducive environment where they can flourish and make the maximum contribution not just to the business but to their own career.
However, in most organizations, cross-functional collaboration within the business only occurs occasionally, the amount of segregation and number of silos, the lack of cooperation and the amount of unhealthy competition in the workforce are still the business reality today. When the company requires talent or skills that are in very high demand, set up processes to "build" the type of people you need or tap unconventional pools to recognize talent deeply. .Some can be trained, some can not. Contemplate a set of questions to clarify: What is the thing referred to as talent, capability, skill, experience, preference, bias or others? How to differentiate them. What is innate, what is learned? What intervention makes a difference? Training, teaching? coaching? Role modeling? Self-directing? Etc. What do those interventions make a difference to? “Developing Talent” should be an ongoing practice. “Talent creating” is a strategic choice to build an alternative talent pipeline.
Modern society is a dynamic continuum with collective human progress. Those forward-looking organizations realize that they have to renew themselves periodically to cope effectively with change and frequent disruptions by unleashing people's potential, exploring new possibilities and shaping the capacities to perform in the future so that they not only 'earn enough from today,' but thrive in the future, and make continuous progress at a steadfast pace.
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