Selecting or developing just one outstanding performer has huge impact on overall performance

Identifying what differentiates outstanding performers from average can be used to:

Coach and develop less effective performers

Inform the succession planning process

Produce a template to inform selection of outstanding performers (as opposed to average)

Low aspiration model

Less competitive/fit for purpose

Reasonable proposition?

May “turn off” real talent

Any new process required?

Ideal if there are clear mission critical roles

May create divisive culture

May make people feel stigmatised

Easier implement in private sector

Creates aspirational target

Helping line management to develop talent

Informing development discussions

Creating a nurturing climate