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Description

Potential and Talent: Identifying, Assessing and Developing Key Capabilities

Identify employees able to go further, rather than only those who attract the most attention

  • 2 days — 14 h
  • In-person or virtual
  • Intermediate
  • Up to 6 participants

Identifying potential is too often based on impressions. A visible employee, an influential manager, a recent success: the same names come up in one talent review after another. Meanwhile, genuine capabilities remain unseen and eventually go to work for another employer.

Two days to structure the approach: define what your organisation means by potential, set assessment criteria shared with managers, run talent reviews and build development paths that hold up beyond the initial promise.

Learning objectives

  • Define potential criteria aligned with the organisation's strategy
  • Distinguish performance in the current role from the capacity to progress
  • Equip managers to assess potential
  • Prepare and facilitate a talent review
  • Build a development path for an identified employee
  • Track the effects of the approach and adjust the criteria applied

What makes this programme different

A potential criteria grid is built and then tested on real anonymised profiles
A talent review is simulated with managers holding conflicting views
Development paths are costed in time and resources before being proposed

Programme

1Defining potential

Agreeing on what you are looking for

  • Distinguishing performance, expertise and potential
  • Observable criteria for the capacity to progress
  • Adapting criteria to the needs of the organisation
  • Communicating the approach to teams

2Spotting and assessing

Moving beyond impressions

  • Information sources available beyond the manager's opinion
  • Common biases in assessing potential
  • Assessment tools and work-based simulation exercises
  • Cross-checking views from several assessors

3Facilitating talent reviews

Deciding collectively

  • Preparing files and framing the discussion
  • Facilitating debate between managers
  • Formalising decisions and commitments made
  • Giving feedback to the employees concerned

4Developing and retaining

Delivering on the promise made

  • Building a realistic development path
  • Using work situations as a means of development
  • The role of the manager and the mentor in follow-up
  • Signs of disengagement and corrective action

Who is it for

HR managers responsible for skills development, mobility managers and line managers involved in talent reviews.

Prerequisites

Familiarity with the human resources management practices of your organisation.

Dates & locations

36 scheduled dates between November 2026 and December 2027. Seats are confirmed in the order enquiries are received.

November 2026

December 2026

January 2027

February 2027

March 2027

April 2027

May 2027

June 2027

September 2027

October 2027

November 2027

December 2027

None of these dates suit you? We open additional sessions on request, and any programme can be run privately for your team.

Practical details

Before the programme
Online positioning questionnaire. Your development objectives are shared with the trainer, who tailors the practical case studies to your context.
Teaching methods
Theoretical input, workshops and practical case studies. Digital course materials and method sheets provided.
Assessment
Multiple-choice tests and role-play exercises. Assessment of learning at the start and end of the programme, with immediate and 60-day follow-up evaluations.
After the programme
One year of access to the e-learning platform. Self-assessment of the skills acquired and a 30-day follow-up session with your trainer.
How to register
Registration online or on the basis of a quotation.
Lead time
11 working days after confirmation of registration.
Accessibility
Accessible to people of determination. Contact our accessibility coordinator to design a suitable solution: contact@mpf-academy.ae
Start dates
Rolling intake: in addition to the scheduled sessions, this programme can start on request.