myAIPMTo tap leadership potential earlier and more effectively organizations can build a few key steps into their talent processes. Start by educating managers on what to look for when recruiting and screening early-career hires, conducting evaluations, managing performance, and selecting candidates for development opportunities. Explain that performance on its own is not a proxy for potential, and ensure managers know how to recognize CQ, DQ, and EQ in individuals who don’t have a track record or whose backgrounds don’t fit the same mold as previous generations of leaders. Organizations can also develop “potential profiles” as part of their performance management and talent development processes. Managers can accelerate professional growth by assessing employees’ CQ, DQ, and EQ skills and providing coaching on how to develop and refine them.
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