It makes sense to take interest in the skills and potential an individual has. Organisational change and other changes in the operational environment provide a great opportunity for applying Potential Mapping and systematically assessing the level of skill, ability, motivation and potential for growth new challenges are faced with and organisational objectives reached.
The recognition of existing know-how and talent within an organisation supports the organisation’s objectives for growth and change. Potential assessment can be used to recognise e.g. the areas where the assessed person’s potential has not yet been optimally realised, or where they have the potential for growth. By competing in the talent market through identified potential, organisations may find that they already have the skill resources they need.
By recognising the assessed person’s strengths, areas for development and motivational factors, a supervisor receives support in their leadership and in drafting a development plan.
Potential assessment provides you with an opportunity to consider your own strengths and areas for development together with a psychologist. The results are reviewed constructively, helping you gain new insight into your development and career planning.
When identifying the will and ability to develop, i.e. potential, the assessment of the willingness and ability to learn and interaction and influencing skills is highlighted. The ability to learn from feedback and to reflect on one’s own actions is also a good indication of development potential.
Helps personnel develop themselves with respect to the focal points of the organisation’s future plans.
Provides additional information for career planning.
In certain situations, potential assessment can be used to support a person whose performance at work falls short of the set objectives. Potential assessment highlights individual strengths and can be used to identify the areas where a person is the most competent.