In my previous blog I provided an Axiological definition of Talent as being:

‘ a person’s recurring and habitual patterns of thought’

and we all possess a multitude of these talents.

So knowing what talents a person possesses is of vital importance to any employer, but of equal importance is a way to measure their ability to access their talent.

When conducting talent benchmarking exercises within organisations we have measured the talent of high and low performers in teams and found that both groups contain people with high levels of the right talent required to be a success. However, our system is also able to identify each individual’s ability to access that talent and as shown in the chart below, often it is not a lack of talent but the lack of ability to access that talent that is the key differentiator between high and low performers.

Interestingly, this chart shows that both groups achieved equally high scores on talent and equally poor scores on their attitude, but it was the high performers ability to access their talents that was the key  performance discriminator.

We can all have temporary losses of form or performance, or put another way, have things going on in our lives that will temporarily block us or stop us from being able to access our talent, but as an employer or recruiter you want to avoid employing people for a role that either do not have the talent, or are unable to access that talent, or you will be spending a lot of time and energy managing that employees problems. To read more about the Axia Talent benchmark solution click here