何谓高潜力人才？How to define the high potential talents
文章来源：哈佛商业评论网，文章链接：
何谓“高潜力人才”？无论是对想要选拔人才的领导者，还是对想成为领导者的年轻精英，这都是非常重要的问题。中国传统文化的“德才兼备”看似很有道理，但在现代社会中，不仅“德”很难衡量，而且“才”也是因岗位而异，变得很难衡量了。那么，有没有一些通行的办法，来衡量一个人的领导力潜质，从而判别他（她）是否属于高潜力人才呢？
目前最通行的理念是“情商”。“情商”一词的概念提出者丹尼尔·戈尔曼在《哈佛商业评论》上发表的《是什么造就了领导者》，就研究了专业技能、智商和情商对一个人出色业绩的贡献率，发现情商的贡献至少是其他因素的两倍。 而且，在公司中职位越高，情商的作用就越重要。
在身居高位的领导者中，佼佼者和平庸者的业绩差异90％源于情商因素。 情商包括五个因素：
第一是自我认知，即了解自身情绪、情感和内心驱动力及对他人产生影响的能力。 第二是自我调控，这是控制或疏导负面情绪和破坏性冲 动的能力。
第三是内驱力，也就是以成就感为动力，追求超乎自身和他人期望的目标。 第四是同理心，这是理解他人情感，根据他人的情感反应与人交往的能力。 第五是社交技能，这是其他几个要素的集中体现，是一种与他人寻求共同点，建立融洽关系的能力。
对应于这五种情商因素，
有自知之明的人更为自信，对人对己都比较诚实，并抱有务实不苛求的态度。 善于控制自己情绪的人常常会自我反省，深思熟虑。
追求成就感的人，对工作充满激情，乐于学习并富有上进心。
具有同理心的人善于交流，并能够培养人才，凝聚团队。
社交技能是一种带着目的性的友善，能帮助人们管理团队，调动人脉资源。
另一篇《高潜力人才的“X 特质”》的文章则认为，高潜质人才需要具备三大要素：
第一、表现优异且踏实可靠，要能证明自己能够胜任某个职位，而且能证明自己踏实可靠；
第二、掌握新型专业知识，不断拓展自己的知识领域，管理更大的团队； 第三、认识到行为的重要性，随着职位的提升，必须完成从“胜任/从 属”到“楷模/导师”的转变。
但仅有这三大要素还是不够的。一个人哪怕所做的一切都无可指摘，若不具备“X 特质”，也未必能取得并保持高潜质人才的地位。这个“X 特质”有四个方面： 一是追求卓越，要渴望并追求成功。
二是学习催化力，将学到的新知转化为高效的行动。
三是进取精神，要不断找寻开辟新途径的好方法。
四是敏锐的感知力， 能够迅速看清形势，敏锐地发现机遇。
这四个“X 特质”和丹尼尔·戈尔曼提出来的高情商有异曲同工之处。一个人要想成为高潜力人才，一定要从一开始就内观自己的灵魂，清楚自己到底想要做什么。一个人不管从事什么行业，一定要记住：业绩永远重要，随着职位的提升，行为变得越来越重要。而上面说的四大“X 特质”，则是你最好的秘密武器。
How to define the high potential talents
Article from：Harvard , article link：How to define the high potential talents? This is an important question need to be considered, either for those leaders who wish to find high potential talents, or for those young elites who want to be a leader. In Chinese traditional culture of "having both ability and integrity" seemingly quite reasonable, But in the modern society, not only “integrity” is hard to measure, and “ability " also varies by post, is difficult to measure. So, have some popular ways to measure a person's leadership potential, thus judging him (she) whether to belong to high potential talent?
At present the most popular idea is "EQ". The word "EQ" „is found by Ge Er Man, Daniel raiser in Harvard business review, published in "what makes a leader", he studied IQ and EQ professional skill, good performance for a person the contribution of the contribution and found EQ is at least twice as many other factors.
Also, EQ is play a very important role especially in high level posistions.
In high-ranking leaders, what the people make the differences or not and it has 90% from EQ factors.
EQ including 5 factors:
1, Self-Knowing, it is that knowing their own self-perception, mood, emotion and inner driving force and the ability to influence others.
2, Self-Regulation, it is the self-regulation; this is the control or persuation negative emotions and destructive blunt move ability.
3, Achievement Motivation, also is for power, pursue beyond oneself and others expect goals.
4, Empathy, and this is understood by others, according to other people's feelings emotional reaction the ability to relate to others.
5, Social Skills, this is several other elements of the centralized embodiment, is a search for common ground with others, establish rapport ability.
Corresponding to the five kinds of EQ factors,
Have self-knowledge people more confident, to person to themselves, and more honest about not demanding attitude practical.
Good control their own emotional people often self-examination, thoughtful.
The people, to the pursuit of accomplishment work full of passion, willing to learn and rich ambition. Who has empathy for communication, and to cultivate talents, condensing team. A social skill is a friendly with intent, can help people management team and mobilize human resources. Another article” high potential talent" X traits” argues that, high potential requires 3 elements:
1, excellent performance and dependable and reliable, to be able to prove himself for a position, and can prove his dependable and reliable;
2 , master new professional knowledge and expand their knowledge field, management greater team;
3, to realize the importance of behavior, along with the promotion of position, must finish from "competent for/of" to "from the transformation of" the model/mentor.
But 3 elements are not enough. A person even if everything is blameless, if do not have "X characteristics", is unlikely to obtain and maintain high potention status. This "X traits" has four aspects: 1 is the pursuit of excellence, to desire and success.
2 it is learning catalytic force, will learn new knowledge into effective action.
Three is to continuously enterprising spirit, open a new way to find the good method.
Four is keen sense of, can quickly see situation, quickly discovered opportunity.
A person wants to be high potential talents, must from the start watching your soul within, know what I want to do. Whatever one engaged in what industry, must remember: performance important forever, along with the promotion of position, the behavior is becoming more and more important. And it says, "the four" X traits, is your best secret weapon.
何谓高潜力人才？
何谓“高潜力人才”？无论是对想要选拔人才的领导者，还是对想成为领导者的年轻精英，这都是非常重要的问题。中国传统文化的“德才兼备”看似很有道理，但在现代社会中，不仅“德”很难衡量，而且“才”也是因岗位而异，变得很难衡量了。那么，有没有一些通行的办法，来衡量一个人的领导力潜质，从而判别他（她）是否属于高潜力人才呢？
目前最通行的理念是“情商”。“情商”一词的概念提出者丹尼尔·戈尔曼在《哈佛商业评论》上发表的《是什么造就了领导者》，就研究了专业技能、智商和情商对一个人出色业绩的贡献率，发现情商的贡献至少是其他因素的两倍。而且，在公司中职位越高，情商的作用就越重要。在身居高位的领导者中，佼佼者和平庸者的业绩差异90％源于情商因素。
情商包括五个因素：第一是自我认知，即了解自身情绪、情感和内心驱动力及对他人产生影响的能力。第二是自我调控，这是控制或疏导负面情绪和破坏性冲动的能力。第三是内驱力，也就是以成就感为动力，追求超乎自身和他人期望的目标。第四是同理心，这是理解他人情感，根据他人的情感反应与人交往的能力。第五是社交技能，这是其他几个要素的集中体现，是一种与他人寻求共同点，建立融洽关系的能力。
对应于这五种情商因素，有自知之明的人更为自信，对人对己都比较诚实，并抱有务实不苛求的态度。善于控制自己情绪的人常常会自我反省，深思熟虑。追求成就感的人，对工作充满激情，乐于学习并富有上进心。具有同理心的人善于交流，并能够培养人才，凝聚团队。社交技能是一种带着目的性的友善，能帮助人们管理团队，调动人脉资源。
另一篇《高潜力人才的“X 特质”》的文章则认为，高潜质人才需要具备三大要素：第一、表现优异且踏实可靠，要能证明自己能够胜任某个职位，而且能证明自己踏实可靠；第二、掌握新型专业知识，不断拓展自己的知识领域，管理更大的团队；第三、认识到行为的重要性，随着职位的提升，必须完成从“胜任/从属”到“楷模/导师”的转变。
但仅有这三大要素还是不够的。一个人哪怕所做的一切都无可指摘，若不具备“X 特质”，也未必能取得并保持高潜质人才的地位。这个“X 特质”有四个方面：一是追求卓越，要渴望并追求成功。二是学习催化力，将学到的新知转化为高效的行动。三是进取精神，要不断找寻开辟新途径的好方法。四是敏锐的感知力，能够迅速看清形势，敏锐地发现机遇。
这四个“X 特质”和丹尼尔·戈尔曼提出来的高情商有异曲同工之处。一个人要想成为高潜力人才，一定要从一开始就内观自己的灵魂，清楚自己到底想要做什么。一个人不管从事什么行业，一定要记住：业绩永远重要，随着职位的提升，行为变得越来越重要。而上面说的四大“X 特质”，则是你最好的秘密武器。
何谓高潜力人才？How to define the high potential talents
文章来源：哈佛商业评论网，文章链接：
何谓“高潜力人才”？无论是对想要选拔人才的领导者，还是对想成为领导者的年轻精英，这都是非常重要的问题。中国传统文化的“德才兼备”看似很有道理，但在现代社会中，不仅“德”很难衡量，而且“才”也是因岗位而异，变得很难衡量了。那么，有没有一些通行的办法，来衡量一个人的领导力潜质，从而判别他（她）是否属于高潜力人才呢？
目前最通行的理念是“情商”。“情商”一词的概念提出者丹尼尔·戈尔曼在《哈佛商业评论》上发表的《是什么造就了领导者》，就研究了专业技能、智商和情商对一个人出色业绩的贡献率，发现情商的贡献至少是其他因素的两倍。 而且，在公司中职位越高，情商的作用就越重要。
在身居高位的领导者中，佼佼者和平庸者的业绩差异90％源于情商因素。 情商包括五个因素：
第一是自我认知，即了解自身情绪、情感和内心驱动力及对他人产生影响的能力。 第二是自我调控，这是控制或疏导负面情绪和破坏性冲 动的能力。
第三是内驱力，也就是以成就感为动力，追求超乎自身和他人期望的目标。 第四是同理心，这是理解他人情感，根据他人的情感反应与人交往的能力。 第五是社交技能，这是其他几个要素的集中体现，是一种与他人寻求共同点，建立融洽关系的能力。
对应于这五种情商因素，
有自知之明的人更为自信，对人对己都比较诚实，并抱有务实不苛求的态度。 善于控制自己情绪的人常常会自我反省，深思熟虑。
追求成就感的人，对工作充满激情，乐于学习并富有上进心。
具有同理心的人善于交流，并能够培养人才，凝聚团队。
社交技能是一种带着目的性的友善，能帮助人们管理团队，调动人脉资源。
另一篇《高潜力人才的“X 特质”》的文章则认为，高潜质人才需要具备三大要素：
第一、表现优异且踏实可靠，要能证明自己能够胜任某个职位，而且能证明自己踏实可靠；
第二、掌握新型专业知识，不断拓展自己的知识领域，管理更大的团队； 第三、认识到行为的重要性，随着职位的提升，必须完成从“胜任/从 属”到“楷模/导师”的转变。
但仅有这三大要素还是不够的。一个人哪怕所做的一切都无可指摘，若不具备“X 特质”，也未必能取得并保持高潜质人才的地位。这个“X 特质”有四个方面： 一是追求卓越，要渴望并追求成功。
二是学习催化力，将学到的新知转化为高效的行动。
三是进取精神，要不断找寻开辟新途径的好方法。
四是敏锐的感知力， 能够迅速看清形势，敏锐地发现机遇。
这四个“X 特质”和丹尼尔·戈尔曼提出来的高情商有异曲同工之处。一个人要想成为高潜力人才，一定要从一开始就内观自己的灵魂，清楚自己到底想要做什么。一个人不管从事什么行业，一定要记住：业绩永远重要，随着职位的提升，行为变得越来越重要。而上面说的四大“X 特质”，则是你最好的秘密武器。
How to define the high potential talents
Article from：Harvard , article link：How to define the high potential talents? This is an important question need to be considered, either for those leaders who wish to find high potential talents, or for those young elites who want to be a leader. In Chinese traditional culture of "having both ability and integrity" seemingly quite reasonable, But in the modern society, not only “integrity” is hard to measure, and “ability " also varies by post, is difficult to measure. So, have some popular ways to measure a person's leadership potential, thus judging him (she) whether to belong to high potential talent?
At present the most popular idea is "EQ". The word "EQ" „is found by Ge Er Man, Daniel raiser in Harvard business review, published in "what makes a leader", he studied IQ and EQ professional skill, good performance for a person the contribution of the contribution and found EQ is at least twice as many other factors.
Also, EQ is play a very important role especially in high level posistions.
In high-ranking leaders, what the people make the differences or not and it has 90% from EQ factors.
EQ including 5 factors:
1, Self-Knowing, it is that knowing their own self-perception, mood, emotion and inner driving force and the ability to influence others.
2, Self-Regulation, it is the self-regulation; this is the control or persuation negative emotions and destructive blunt move ability.
3, Achievement Motivation, also is for power, pursue beyond oneself and others expect goals.
4, Empathy, and this is understood by others, according to other people's feelings emotional reaction the ability to relate to others.
5, Social Skills, this is several other elements of the centralized embodiment, is a search for common ground with others, establish rapport ability.
Corresponding to the five kinds of EQ factors,
Have self-knowledge people more confident, to person to themselves, and more honest about not demanding attitude practical.
Good control their own emotional people often self-examination, thoughtful.
The people, to the pursuit of accomplishment work full of passion, willing to learn and rich ambition. Who has empathy for communication, and to cultivate talents, condensing team. A social skill is a friendly with intent, can help people management team and mobilize human resources. Another article” high potential talent" X traits” argues that, high potential requires 3 elements:
1, excellent performance and dependable and reliable, to be able to prove himself for a position, and can prove his dependable and reliable;
2 , master new professional knowledge and expand their knowledge field, management greater team;
3, to realize the importance of behavior, along with the promotion of position, must finish from "competent for/of" to "from the transformation of" the model/mentor.
But 3 elements are not enough. A person even if everything is blameless, if do not have "X characteristics", is unlikely to obtain and maintain high potention status. This "X traits" has four aspects: 1 is the pursuit of excellence, to desire and success.
2 it is learning catalytic force, will learn new knowledge into effective action.
Three is to continuously enterprising spirit, open a new way to find the good method.
Four is keen sense of, can quickly see situation, quickly discovered opportunity.
A person wants to be high potential talents, must from the start watching your soul within, know what I want to do. Whatever one engaged in what industry, must remember: performance important forever, along with the promotion of position, the behavior is becoming more and more important. And it says, "the four" X traits, is your best secret weapon.
何谓高潜力人才？
何谓“高潜力人才”？无论是对想要选拔人才的领导者，还是对想成为领导者的年轻精英，这都是非常重要的问题。中国传统文化的“德才兼备”看似很有道理，但在现代社会中，不仅“德”很难衡量，而且“才”也是因岗位而异，变得很难衡量了。那么，有没有一些通行的办法，来衡量一个人的领导力潜质，从而判别他（她）是否属于高潜力人才呢？
目前最通行的理念是“情商”。“情商”一词的概念提出者丹尼尔·戈尔曼在《哈佛商业评论》上发表的《是什么造就了领导者》，就研究了专业技能、智商和情商对一个人出色业绩的贡献率，发现情商的贡献至少是其他因素的两倍。而且，在公司中职位越高，情商的作用就越重要。在身居高位的领导者中，佼佼者和平庸者的业绩差异90％源于情商因素。
情商包括五个因素：第一是自我认知，即了解自身情绪、情感和内心驱动力及对他人产生影响的能力。第二是自我调控，这是控制或疏导负面情绪和破坏性冲动的能力。第三是内驱力，也就是以成就感为动力，追求超乎自身和他人期望的目标。第四是同理心，这是理解他人情感，根据他人的情感反应与人交往的能力。第五是社交技能，这是其他几个要素的集中体现，是一种与他人寻求共同点，建立融洽关系的能力。
对应于这五种情商因素，有自知之明的人更为自信，对人对己都比较诚实，并抱有务实不苛求的态度。善于控制自己情绪的人常常会自我反省，深思熟虑。追求成就感的人，对工作充满激情，乐于学习并富有上进心。具有同理心的人善于交流，并能够培养人才，凝聚团队。社交技能是一种带着目的性的友善，能帮助人们管理团队，调动人脉资源。
另一篇《高潜力人才的“X 特质”》的文章则认为，高潜质人才需要具备三大要素：第一、表现优异且踏实可靠，要能证明自己能够胜任某个职位，而且能证明自己踏实可靠；第二、掌握新型专业知识，不断拓展自己的知识领域，管理更大的团队；第三、认识到行为的重要性，随着职位的提升，必须完成从“胜任/从属”到“楷模/导师”的转变。
但仅有这三大要素还是不够的。一个人哪怕所做的一切都无可指摘，若不具备“X 特质”，也未必能取得并保持高潜质人才的地位。这个“X 特质”有四个方面：一是追求卓越，要渴望并追求成功。二是学习催化力，将学到的新知转化为高效的行动。三是进取精神，要不断找寻开辟新途径的好方法。四是敏锐的感知力，能够迅速看清形势，敏锐地发现机遇。
这四个“X 特质”和丹尼尔·戈尔曼提出来的高情商有异曲同工之处。一个人要想成为高潜力人才，一定要从一开始就内观自己的灵魂，清楚自己到底想要做什么。一个人不管从事什么行业，一定要记住：业绩永远重要，随着职位的提升，行为变得越来越重要。而上面说的四大“X 特质”，则是你最好的秘密武器。