P1: Hidden Talents – Who's Ready for the Next Step?

Situation

Organizations sit on untapped leadership goldmines while promoting the most vocal, politically savvy, or longest-tenured employees. Meanwhile, genuine high-potential talent remains invisible in current roles, leading to frustration, disengagement, and eventual departure to competitors who recognize their value.

Symptoms

Talent Identification Failures:

• Visibility bias: Loud, self-promoting employees get noticed while quiet achievers remain overlooked
• Political promotions: Advancement based on relationships rather than leadership capability
• Tenure trumps talent: Seniority systems blocking high-potential younger employees
• Performance vs. potential confusion: Promoting excellent individual contributors who lack leadership capacity
• Geographic or functional silos: Hidden talent in remote locations or less visible departments

Organizational Consequences:

• High-potential employees leave for better opportunities (70% within 2 years if development needs aren't met)
• Leadership pipeline becomes thin and politically motivated rather than merit-based
• Diversity and inclusion efforts fail as non-traditional candidates remain invisible
• Innovation stagnates as fresh leadership perspectives are consistently overlooked
• Succession planning becomes crisis management rather than strategic development

Challenge

Primary Goal: Create systematic identification of genuine leadership potential across all levels and functions, enabling data-driven promotion decisions that build a robust leadership pipeline.

Why it matters: Organizations that excel at identifying and developing internal talent are 4x more likely to outperform competitors and reduce leadership hiring costs by 50%. Hidden high-potentials, when identified early, show 2x higher success rates in leadership roles compared to external hires.

Key Questions to Answer:

• Who has authentic leadership potential beyond current performance?
• Which high-performers have the cognitive capacity for strategic roles?
• What motivational drivers indicate genuine leadership interest vs. title-seeking?
• How can potential be measured objectively across diverse populations?

Solution Approach

Deploy comprehensive potential identification diagnostics that reveal leadership readiness across the organization:

Phase 1: Potential Discovery Assessment

• Leadership potential profiling - Identify individuals with natural leadership capabilities regardless of current role
• Cognitive capacity evaluation - Measure strategic thinking and complex problem-solving abilities
• Learning agility assessment - Evaluate ability to adapt, grow, and handle increasing complexity

Phase 2: Readiness and Motivation Analysis

• Career motivation and aspirations mapping - Distinguish between genuine leadership interest and status-seeking
• Role transition capability assessment - Measure readiness to move from individual contributor to people leadership
• Cultural fit and values alignment evaluation - Ensure potential leaders match organizational DNA

Expected Outcomes

• Immediate (0-3 months): Identification of previously overlooked high-potential employees
• Medium-term (3-6 months): More diverse and capable leadership pipeline development
• Long-term (6+ months): Improved internal promotion success rates and reduced external hiring needs

Available only in the PEATS Guide: in-depth comparisons of the most relevant online assessments for this case — including pricing, strengths and weaknesses, scientific quality, and detailed insights into the 9 closest-fit online assessments:

P1. Hidden Talents – Who's Ready for the Next Step?

• Profiles XT → leadership potential.
• Aon ADEPT-15 → personality and style.
• Aon Scales → reasoning.
• Aon SJT → situational leadership behavior.
• Korn Ferry KFALP → leadership potential.
• Korn Ferry ViaEdge → learning agility.
• Korn Ferry ESCI (360) → competencies with feedback.