As a leader, what can I do to quickly identify high potential?

For example: You can't calculate the value, you can only leave it to the machine, right? You can only be quarantined for the new crown**, right?

Housing prices can only be up and down, right? When it rains, you can only get drenched in the rain, right? It's easy to judge....You can't put yourself in the position of the emperor....It can only be carried by Mukden....It's impossible to just take the initiative....Therefore, it is the passive effect that has a greater effect on people, focusing on self-wisdom, and blindly considering subjective initiative is very pretentious in order to appear capable.

Ordinary people, passive is really good, should not be arrogant, although people love to be able to open their eyes and say: You are born, you are dead....Between life and death, all kinds of things happen, do you pretend to ignore passive matters and insist that you rely on your own skills, so you seem to be very smart and capable? Aren't the mathematics, physics and chemistry in your mind all by Newton, Einstein, Gauss and Lavoisier?

Did you make it up yourself? Obviously, you are being piloted when you take a plane, but if you insist on buying a ticket independently, can you take a plane ticket to New York The options are limited....Wisdom is limited....Efforts are limited....Limited role....It's just that fate is very different, and you can't force it, and you can't make a hope for it in order to have a spiritual traction....It doesn't have to be done, it's that if it has to be achieved, it's to impersonate God.

You can assign the same job content to different employees to see which one can complete it more efficiently, and you can also add your own ideas, so that you can quickly identify high-potential talents.

It should be to give your employees a task and see who can complete it the fastest.

There are events that can be held to screen qualified talent based on the performance of employees.

The best way to judge high-potential talents is to look at a person's execution and dedication to the company.

First of all, you can't just see people who can speak, those who can only speak in the workplace are basically not able to work; Secondly, it is necessary to investigate the working status and work efficiency of employees in the next line, and employees with high efficiency and good condition are excellent employees.

It's a great way to assign a hard job and see which one can do it.

1. Identify the unique advantages of talents.

The reason why Maxima is a Maxima is that it travels thousands of miles a day, its speed is amazing, and it has advantages that no other horse can match, that is, the uniqueness of our legend. When we identify talents, we must look at their unique features, whether it is in personality, ability, or circumstances, etc.

2. Identify the behavior of talents.

A person's way of behavior can reflect his ideological and moral level, values, and so on. There was once a corporate recruitment, deliberately placed a fallen broom outside the door of the interview location, and there were many people in and out of the interview, but they turned a blind eye to the fallen broom, which made the boss in the dark lament the increasingly low quality of people's thoughts. Later, one of the applicants finally picked up the broom and placed it in the corner when he entered the door.

Later, the broom picker became the only person who passed the interview. This is actually a very ordinary example, but it is through such a gesture that a person's ideological and moral standards are reflected. When we identify talents, we should identify the behavior of talents, not only to see what he says, but also to see what he does, to see whether his words and deeds are consistent, those who only say but do not do, just talk but do not practice or duplicity, the appearance of the person is by no means the performance of the talent we need.

3. Identify the value orientation of talents.

Identifying the value orientation behind a talent's behavior is to look at the motivation of his behavior, and each person's behavior has his values and value orientation behind it. Therefore, when we identify talents, we should not only look at the way they behave, but also look at the deep-seated reasons behind them, that is, value orientation.

The first thing is to give everyone a level playing field, the second is to give and get something in return, the last is to leave room for caution, and finally to put the right people in the right places.

Distinguish from the ability to do things, assign one thing, no complaints, no pressure, no delay, and deal with it smoothly. Such a person is able to do things with ease and has great potential.

6 ways to identify talent.

1.Appearance. People are judged by their appearance, beautiful people will always be liked, and ugly people will be disgusted, so the image in the workplace is very important. Those who do insurance wear suits and leather shoes, which is a kind of corporate culture.

Until you're in the business, or until everybody is in this style, you still have to be conservative about how you dress. That said, your first impression won't be offensive.

2.Behavior. Observe people's behavior, judge people by behavior, and what can you reflect in the details of behavior.

A large company in the United States recruited professional managers, many people were eliminated, and then a person entered the house and found a paper ball on the ground, he picked it up and put it in the trash, and the boss said that you passed the interview and you can come to work. This is not because he picked up garbage and made him a manager, but because everyone is on the same starting line, this behavior adds points to him, which is the last straw that crushes the camel and the last pass of the selection.

So many bosses will observe your behavior to judge what kind of person you are.

3.Motivation. Speculate on whether his starting point is correct, and take people by advancing and retreating.

The question of motivation is the question of who you are, if it weren't for my person, I wouldn't need you no matter how talented you are.

Motivation is not a matter of the subconscious, but whether you are with me or with him, whose interests are you moving in your heart.

4.Dislikes. It's normal to take people by likes and dislikes. I think you're a good person, so I'll use you, and if I think you're a bad person, I won't use you.

This sense of likes and dislikes is a subjective intention, and everyone has preferences, some people like to be tall, some people like to be short, some people like to be fat, and some people like to be thin.

Just like some people don't like left-handers, they often touch chopsticks when they eat together, and then there is a discord, so they don't want to go out to eat with this person.

There is no standard for likes and dislikes, it all depends on mood.

5.Detail. Examine his subtleties to identify people by plot. This detail is not just a matter of behavior, it's something you are showing and a touch of the leader.

For example, a certain unit has very strict requirements for fonts, and in the early years, it all relied on handwritten pleadings, and pleadings with bad words would not be selected at all. Now that there is printing, this rule is still inherited, because people value it.

If the leader speaks in the WeChat group, he must reply within 2 minutes. If you don't reply or reply slowly, it's not okay, and you feel that you don't pay attention to it. When the leader speaks, you have to take a notebook and bow your head to take notes, and slowly the leader's opinion of you will change for the better.

It's not about what you're memorizing, it's about expressing your attitude toward listening to the leader's speech.

6.Play. Whether or not to take responsibility when there is a problem is a point that many leaders, especially practical leaders, value very much. I'm not afraid that you will make a mistake, but I am afraid that you will not admit it.