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Indicators for growth potential

SS
Published: Monday, November 19, 2018

Common wisdom in adult education is that the majority of "floor" employees want training to be focused on things they can apply immediately to their jobs, and they tend to have little patience for the "why" or theory behind what they're being taught.  In that light, would you view someone's interest in the ideas behind the information as an indicator of leadership / management potential?

In my experience, lower performers want to "do their job and go home", whereas high-performers tend to think more about their jobs.

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If you feel better, please send an email to pauloferreira@ph-potencialhumano.com
Tell me your challenges, your questions and I can give you more suggestions on this and other issues.
  I'm not a seller, I do not want to sell you anything. I work on what I love. I like helping people just like you. I like to see a company growing and I like to see employees and leaders developing.
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Promoting an MD3 for a leadership position is bad for everyone. It's bad for him, bad for the leader, the team, and the company.
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Answering your other question. An employee with a high degree of maturity but with low professional development, depending on the time he works in the company would be an MD2 or MD3. MD3 often adopts a passive stance, with little or no initiative at work. Sometimes you can reach your goals, sometimes you can not. He has difficulty maintaining focus and concentration and soon distracts easily.
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