Potential or Performance

In: Business and Management

Submitted By rashidmsm2003
Words 263
Pages 2
We are in an era where Leadership scarcity is widely discussed. Companies striving their best by practicing several methods to build the capacity for strategic leadership but efforts remain unproductive. We remain in discussion on difference between Management and Leadership still knows the importance on actions to initiate and how to accomplish this need to the road of achievement i.e. successful leadership development ultimately.
Organization undoubtedly already has emerging strategic leaders within it but normally they remain busy in pathetic work schedules and on pressure of performance deliverance to meet with the given responsibilities and are totally overlooked or even subdued so as their skills remain un-explored.
Today’s short-term, rapid-paced, mobile, virtual, trust demanding and politically-infused world of business challenged the employers to combat with day to day operations, while the individuals who make their way to the top of the hierarchy do so by demonstrating superlative performance, persistent ambition, the ability to solve the problems of the moment and deals the pressure of internal/external influencers with demonstrated patience. These are valuable traits to lead in this challenging world
There is a need to make a shift on potential vs performance as we know that employee performance defines ability and expertise. It is a parameter you must keep in mind to identify a leader, but look beyond performance and we also look for…… the employee’s aptitude, their desire to grow, and overall potential., i.e. focusing on High Potential not on performance only. Hence for leadership roles, potential should outweigh performance for evaluating possible future leader.…...

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