Jessica Bowers XXXXXXXXXX:50am Nov 17 at 11:50am Marcus, thanks so much for your input and excellent application of this question. I appreciated and agree with your evaluation that high stress and...

Jessica Bowers

Marcus, thanks so much for your input and excellent application of this question. I appreciated and agree with your evaluation that high stress and uncertainty occur during organizational change and this can lead to hurried decision making that could have implications for legal matters. It is certainly valuable for organizations to apply this five-step approach during this time, but do you feel like there is value in using this approach when businesses are not involved in organizational change? It seems like these steps are sound for times in business where the needs are fairly static or unhurried as well as times of fast change or large turnover.

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Jenny Dixon

Jenny Dixon

Marcus,

Thank you for your early response to this week’s discussion post. I agree high potential employees should possess drive, intellect, and leadership; however, personality traits and being able to connect to their employees is critical as well. The authors this week mentioned identifying the most intelligent talent and developing those into future leaders. What problems/issues do you foresee with this type of assessment? Are we selecting the most qualified person(s) or the most intelligent?

Thanks for responding.

Jen