<h1>Author: Deng Yujin
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<h1>First, the classification of high potential</h1>
1, high-potential personal workers: have a very strong achievement in their own field, work in a separate environment, not good at dealing with others.
For such people, what position is more suitable and what is the motivation for work? What can be done to bring them satisfaction.
2. High-potential leaders: good at inspiring and cultivating others, and creating a cohesive and combative team
【Summary】 There is no distinction between high and low, but different interests and hobbies; both leaders and individuals can create value for the enterprise, provided that they have a clear self-awareness of themselves.
<h1>Second, the five key capabilities of high-potential leadership</h1>
Key capability one: improve time return
Clear focus of work, good at using others to complete the work.
1. Focus on key tasks
What are the key tasks that create the most value?
2. Valid authorization
After clarifying the priorities, who is the best person to complete the work?
Key competency two: effectively motivate and cultivate others - lead the team
Be the magnet for talent. Good Bole and coach
1. Truly excavate and identify the talents of others
2. Recognize that the process of stimulating and cultivating others is also the process of improving one's own abilities and enlightening oneself
3, give them responsibility, let them accept more challenges ==" to stimulate their potential. Trust means a lot to young people.
1) Assign work not limited to what he has done in the past, but what potential he has and what he can do. Unleash his potential and give them the opportunity to ascend
2) Challenge him while helping him succeed. A person can only grow faster when he is successful
4. Learn to hold meetings and organize effective discussions
1) Team communication should be frank and be blunt when seeing problems
2) Before each end of the meeting, summarize what consensus was reached at the meeting, what to do next, determine the person in charge of each work, the completion time, the stage goals and requirements, and who needs help for each task
Key competency three: learning ability
1, humble heart, realize that they have a big gap
2. Good at asking questions
Key competency four: create an external perspective
"Pulling a cart with your head buried, can't look up at the road"
Observe the market, customers, new technologies, new trends, can not passively adapt to the changes of the times, to take the initiative to create a good opportunity to win the future.
1. Pay attention to customers. Changes in customer behavior, needs, make customers happy, painful, happy
2. Follow up on new technologies. What new technologies mean for themselves, businesses, and industries
Key competency five: persistent self-renewal
Renewal of abilities, awareness, and ideas, learning new knowledge, and building a diversified network of contacts. Good at capturing new opportunities and turning them into reality.
<h1>Third, how to accelerate the growth of individuals</h1>
Complete critical leaps: break out of comfort zones and complete leaps (function, business, region)
Challenges are the fastest growing opportunities
<h1>Fourth, how to organize effective talent training</h1>
1. Identify high-potential talents as soon as possible, faster and more accurately through new methods and new standards
2. Change your thinking and abandon the step-by-step talent training method
【Summary】It is people who determine the success or failure of an enterprise. People in the organization, right? Does the person match?
(The author of this article, Deng Yujin, is a senior HRD, a well-known trainer, the public number: Deng Yujin human resources practice, please indicate the author and source when reprinting)