Las personas con un alto desempeño destacan en la mayoría de las organizaciones: superan sus objetivos, abordan proyectos difíciles y son excelentes en sus tareas pero, ¿implica esto que tengan potencial? No necesariamente. Sin embargo, este error es muy frecuente y puede provocar que pasemos de largo de las personas con alto potencial.
¿Qué es el potencial?
El potencial de una persona es el talento que todavía no se ha materializado de manera consolidada pero del que existe la posibilidad de que se desarrolle. Cada persona tiene sus propias fortalezas y, por lo tanto, puede crear un valor agregado para la organización.
Un empleado de alto potencial tiene la capacidad, la aspiración y el compromiso de superar los requisitos y las expectativas de sus actuales competencias y/u objetivos, o incluso de ocupar puestos de liderazgo en un futuro. ¿Y dónde está la clave? La clave está en llevar a cabo una gestión del talento bien administrada para que las personas con alto potencial vean un futuro para sí mismas en su organización. Es decir, que el talento no pase desapercibido y que todas las personas se sientan realizadas.
¿Qué características tienen las personas de alto potencial?
Las personas con un alto potencial crecen rápido, aspiran a ocupar un puesto de más alto nivel, se forman continuamente y son colaboradores clave para los planes de sucesión. Es muy importante involucrar a estos empleados en la toma de decisiones, establecer objetivos claros y alinear sus aspiraciones a las necesidades de la organización.
Estas son algunas de las características de las personas de alto potencial:
- Iniciativa
- Compromiso
- Aspiración
- Hambre de conocimientos
- Búsqueda de feedback positivo y negativo
- Cierta dosis de inconformismo y mucho afán de superación
¿Cómo ayudamos a las personas de alto potencial a que se desarrollen?
Las personas de alto potencial suelen ser entre un 3% y un 5% de la plantilla de una organización, por lo que es muy importante saber trabajar con ellas para que se desarrollen profesionalmente:
Identificación temprana: Es importante identificar a las personas de alto potencial lo antes posible. Esto se puede lograr fácilmente mediante evaluaciones de potencial, de desempeño, de competencias…y, por supuesto, con el feedback de los supervisores.
Plan de Acción: Una vez que hayas identificado a las personas de alto potencial, es esencial crear un plan de desarrollo personalizado para cada uno de ellos. Esto implica identificar las áreas de mejora, las oportunidades de aprendizaje y los retos que les permitirán crecer y desarrollarse.
Asignación de proyectos estratégicos: Las personas de alto potencial deben ser asignadas a proyectos de alto impacto en la organización. Esto les brindará la oportunidad de aplicar sus habilidades y conocimientos, asumir responsabilidades adicionales y demostrar su valía.
Consolida sus puntos fuertes: Una vez que hayas evaluado sus competencias e identificado sus fortalezas, querrás aplicar esas fortalezas a sus tareas. A través de cursos o con mentores, no dejes de formarlos en sus mejores habilidades. Por ejemplo, si una persona de alto potencial parece destacar en la influencia en los demás, ofrécele cursos avanzados sobre liderazgo de equipos.
Elige a los mentores adecuados: Proporciona mentores experimentados a las personas de alto potencial. Estos mentores pueden brindar orientación, apoyo y consejos basados en su propia experiencia profesional, lo que ayudará a acelerar el crecimiento y desarrollo de los empleados. Siguiendo con el anterior ejemplo, si una persona destaca por su capacidad de convicción o su influencia en los demás, ofrécele como mentor a una persona en una posición de liderazgo de equipos.
Oportunidades de promoción y crecimiento: Las personas de alto potencial deben tener acceso a oportunidades de promoción y crecimiento dentro de la organización. Esto puede ser a través de ascensos, cambios de departamento o responsabilidades adicionales. Es importante centrarse en su motivación proporcionándoles una trayectoria clara y retadora dentro de la empresa. Podrás gestionar estas promociones muy fácilmente a través de un plan de sucesión.
Reconocimiento y recompensas: Reconoce y recompensa el desempeño de las personas de alto potencial. Un bonus es solo uno de los muchos incentivos, puedes ofrecer diferentes beneficios como formación, flexibilidad, trabajo remoto…
Recuerda que cada persona es única y tiene diferentes necesidades y aspiraciones. Es importante mantener una comunicación abierta y continua con las personas de alto potencial para comprender sus metas y brindarles el apoyo adecuado para su crecimiento y desarrollo profesional.
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