Performance and potential are both important when identifying talent, but employers that assume the two are causally related risk promoting workers who aren't actually ambitious, while those who are go elsewhere, says Psylutions consulting psychologist Nicole Russom.
When leaders fail it can cost a business in many ways, but HR professionals can play a more strategic role in minimising the risk of attrition and poor results, says business psychologist Dee Fitzgerald.
The employees who are most able to help a business achieve its core objectives are not necessarily the ones considered its highest performers, says SHL managing director Stephanie Christopher.
Despite Australian managers recognising the importance of talent mobility in driving organisational growth, most do not have the authority nor systems in place to facilitate it, according to new research.
A New Zealand employer, whose management team consists entirely of employees who were internally promoted, says a long-standing practice of developing talent from within has been "integral" to its success.
Employers seeking to fill critical leadership gaps must avoid taking applicants at face value, and "push harder" to obtain solid evidence of claimed competencies, says leadership consultant Gerry Davis.
The ASX guidelines on gender diversity reporting are likely to spark a new war for talent, necessitating a critical focus on engaging and retaining senior women, even in private organisations, says diversity expert Dr Karen Morley.
Employers that want their graduate employees to become young leaders should start teaching them the necessary skills from year one - even if this means spending less time on "the basics", says Development Beyond Learning managing director Josh Mackenzie.
When senior leaders at Woolworths were faced with a talent shortage in late 2004, they began to investigate why - in a company where women outnumbered men and 85 per cent of executive appointments were internal - just 16 per cent of its top 400 leaders were women.
Workplace bullying complaints continue to pose significant challenges for employers, including where the behaviour doesn't meet the legal definition of bullying or the threshold to make a claim. Watch this HR Daily Premium webcast to understand key lessons from cases where bullying complaints interact with other claims and issues.
What constitutes "best practice" when managing neurodiversity at work is evolving all the time. Watch this HR Daily Premium webcast to learn how to embed neuroinclusive practices into HR programs and every stage of the employment lifecycle.
