What is the purpose of these capability tests?
An employee sits in office with a laptop and papers at her office.
What you need to know:
- The fact that you have not been recognised does not mean that you do not make a valued contribution to your organisation
- The potential that your organisation has assigned you may not be the only potential you bear.
I work for a multinational company that offers career development opportunities to employees depending on their potential.
The problem is that this “potential” is usually measured by the top managers without the input of any other employees. Does it mean that some employees are doomed to fail? Don’t we all have equal chances of rising up the ranks? Can’t I move beyond what my bosses think is my potential?
Different organisations have devised different methods of assessing employees and determining their potential for growth. This is based on several factors such as the ability to achieve results, social skills, including how well one manages self and others, and personal drive or ambition to excel.
It is worth noting that although you may do everything right, high potential status can be elusive, and even if you get that badge, it may not last forever.
Talent assessment process
Changes in time, priorities and leadership could significantly affect the outcome of the talent assessment process.
What are your career aspirations? Have you determined the essential qualities that you need to hone in order to reach your career goals? To what extent are you aware of your natural endowment in terms of talent?
Are you prepared to pay the price of growth? What has been your performance rating over the past few years? How much have you professionally and personally grown over time?
How much of your self-assessment is corroborated by feedback from significant stakeholders in your career?
The fact that you have not been recognised does not mean that you do not make a valued contribution to your organisation. Not everyone can be the best in a particular field.
Sometimes the challenge is to identify what we are best suited for as individuals, and to pursue this without getting misled by the brightness of the limelight, the fortunes entailed, size of the stage or the composition of those in the gallery. Heroes are heroes, unsung or otherwise.
The potential that your organisation has assigned you may not be the only potential you bear.
Get more acquainted with your strengths, your blind spots, demeanor, preferences and interests. You might find that not every great contribution to the world must come yoked to a pay slip.
Vivo Energy
