Technique 7.18 — High-Potential Talent Assessment Framework
Introduction
Use this framework to identify and support high-potential individuals in your organization, ie to identify individuals with the capacity and drive to take on significantly more complex roles and responsibilities within the organization.
Rank your answer from 1 to 5:
|
1 |
2 |
3 |
4 |
5 |
|
Never |
Rarely |
Sometimes |
Often |
Always |
Assessment categories & criteria
|
Categories |
Key Behaviours |
Assessment Questions |
Ranking Scale (1-5) |
|
Performance |
Consistently exceeds expectations, handles complexity |
Do they reliably deliver high-quality work under pressure? |
1, 2, 3, 4 ,5 |
|
Learning Agility |
Learns quickly, applies new ideas, adapts to change |
How well do they pick up new concepts or tools? How do they respond to feedback? |
1, 2, 3, 4 ,5 |
|
Initiative |
Takes ownership, anticipates problems, goes beyond the job description |
Do they proactively solve problems and take initiative? |
1, 2, 3, 4 ,5 |
|
Collaboration & Influence |
Builds trust, works across teams, inspires others |
How well do they work with others? Do peers seek their input? |
1, 2, 3, 4 ,5 |
|
Leadership Potential |
Demonstrates leadership behaviours (even informally) |
Do they show signs of strategic thinking, composure and influence? |
1, 2, 3, 4 ,5 |
|
Resilience & Adaptability |
Manages stress, bounces back, flexible mindset |
How do they perform during setbacks or changes? |
1, 2, 3, 4 ,5 |
|
Cultural Fit & Values |
Embodies core organizational values |
Are their behaviours aligned with the organization's purpose and values? |
1, 2, 3, 4 ,5 |
Scoring Guide
|
Score Range |
Summary |
|
30–35 |
High Potential – Actively prepare for advancement |
|
22–29 |
Emerging Potential – Needs development planning |
|
< 22 |
Current Role Fit – Valuable, focus on current performance |
How to Use It
- Manager completes the framework based on observed behaviours.
- Feedback from peers or 360 tools (optional) can validate.
- Talent discussion between HR and leadership team to calibrate.
- Development plan created for high- and emerging-potential staff.
Optional Add-ons
- 9-box grid: Map “Performance” vs “Potential” visually.
- Development pathways: Link high-potential scores with learning journeys or stretch roles.
- Follow-up cadence: Reassess every 6–12 months.