Maximising Talent: A Manager's Role
The Line Manager’s role in managing, developing and maximising talent
Constructive performance management is key to supporting colleagues to be the best they can. This should be supported with clear objectives, feedback and development. Clear, constructive feedback about performance, can be used to support colleagues to build on their strengths. It can be used to identify where an individual’s skills, knowledge and performance can improve. It will ensure colleague's can all perform their roles to the highest possible standards.
The key element to maximising potential, is when two people can have an open and constructive conversation. This should focus around an individual's potential; where they are now, where they want to be, and how to be supported to get there
- Seeing the talent and potential in every team member and helping them to be the best they can be. Personal Development Performance Reviews (PDPR) are a key part of this process.
- Identifying team members who stand out as performing exceptionally well in their role. People who are performing their roles to this standard are often identified as ‘high-potential’. They may have career aspirations which are driving them to go ‘above and beyond’. They may be in a role which is not providing enough challenge or stretch for them. Managers can support these colleagues to move into roles which can use their talents more effectively. They can start by ensuring the person knows that they are highly talented and have high potential in their careers. They can then encourage them to take up learning opportunities. They can encourage them to apply for secondments and promotions where appropriate.