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  • Talent, Performance and a Costly Assumption

Talent, Performance and a Costly Assumption

  • 11 Aug 2015
  • 6:00 PM - 7:30 PM
  • World Learning, 1015 15th Street NW, 7th Floor, Washington, DC 20005

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  • student, retired, or unemployed only

Registration is closed

Talent, Performance and
a Costly Assumption

Paul H. Elliott, Ph.D.
Exemplary Performance LLC


About the Session
Paul will present an overview of the relationship between talent, talent management and performance optimization. He will share information and insights on the relationship between ‘raw talent’ and ‘high performance’ and point out an assumption that costs billions of dollars a year. Based on Paul’s book, Exemplary Performance – Driving Results by Benchmarking Your Star Performers [Jossey-Bass, January 2013], you will explore your assumptions about the role of talent in success and apply a model for obtaining greater results from people across the talent spectrum.

Session Outcomes

  • Differentiate between talent (inputs) and performance (outputs).

  • Prioritize opportunities to maximize impact on organizational results.

  • Shift the performance curve for key roles and align system components for optimal results.

More about the Session

We all labor under the assumption that there is a limited supply of talent (innate ability) and that only a few have what it takes to become true stars in their professions. While this assumption may hold some validity for superstar entertainers and Olympic-level athletes, the flaws of applying such a generalized assumption to the workplace are easy to identify. For example, most of us still buy into the assumption that success (the organization’s and our own) is wholly dependent on how many high performing “stars” we are able to hire and retain. We search frantically for these extraordinary individuals, the so called “war for talent”, and rely on the “star” performers to carry along all the average performers. So, let’s assume you have agreed to stand back from your assumptions long enough to test out a new assumption? What if we tested the assumption that an organization’s ‘talent curve’ does not predetermine their ‘performance curve’? This workshop will provide the tools required to shift organizational performance based on profiles of your stars.

  About Paul
 


Paul H. Elliott is the President and Founder of Exemplary Performance, LLC based in Annapolis, MD. Dr. Elliott's expertise is in the analysis of human performance, the design of interventions that optimize human performance in support of business goals, and strategies for transitioning from learning to performance models. Prior to starting Exemplary Performance in 2004, Paul was a Fellow with Saba Software of Redwood Shores, CA. There he provided thought leadership in both the services and product strategy of the company. From 1995 through 2001, Dr. Elliott was President of Human Performance Technologies, LLC (HPT), a leading provider of methodologies and training for performance consultants.

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