Which tools for employee recognition do you know

Personal training: Recognizing and promoting the potential of employees

It is becoming increasingly difficult to find good specialists and managers. Management trainer Petra Klein explains what needs to be considered when recognizing and promoting employee potential and leadership skills.

In view of demographic change, it is becoming more important to make better use of the existing employee potential. In order for this to succeed, it takes Potential analysisthat accurately show what skills the respective junior employees already have, what potential they have and whether they are capable of assuming a higher position in the company.

In order to be able to reliably determine how likely this is, four things should be considered during the potential analysis:

1. Strengths and weaknesses

A potential analysis has to record which individual skills characterize a junior employee and whether they can be used to develop competencies that are required for a new position. It should be noted that strengths are always associated with weaknesses.

This example shows what is meant by this: It is typical for people with a pronounced assertiveness, for example, that they enforce the company's goals and plans - even against resistance - even if this should affect the relationship with those involved.

Those, on the other hand, who are characterized by a high relationship or team orientation, tend to use power less often, even if they have some, because they are more oriented towards harmony. The strengths of relationship-oriented people are empathy, willingness to help and the ability to integrate - important for employee motivation - which assertive people can lack.

2. Motivation

Even the greatest potential can only be developed if the person concerned is motivated to actually use their talents Competencies to develop. How pronounced this inner motivation is should therefore also be determined as part of a potential analysis. Experience shows that employees who recognize the possibilities they have at their disposal are more motivated to activate this dormant potential and to work on expanding their skills.

3. Willpower

It is also necessary to determine how strong-willed a junior employee is. Because willpower is required in order to optimally use a goal, for example one's own potential, to pursue it consistently and even during frustrating experiences and phases of stagnation. The willpower and the ability to control oneself in a goal-oriented manner are what turn an average employee into an above-average success Executive can make.

4. Self-reflection

The ability for self-reflection is another factor that influences the extent to which a person can develop their existing potential. Because only those who are able to reflect on their own actions will not only react impulsively, but also choose the behavioral alternative that appears particularly expedient. Above all for people who have to control their actions according to strategic standards, the ability to critically reflect on one's own actions is indispensable.

(Image: © ioannis kounadeas - fotolia.com)