- The Oxford Handbook of Talent Management
- List of Figures
- List of Tables
- List of Contributors
- The Historical Context of Talent Management
- Star Performers
- Within-Person Variability in Performance
- The Potential for Leadership
- Managing Talent across Organizations: The Portability of Individual Performance
- Human Capital Resource Complementarities
- Talent and Teams
- Talent or Not: Employee Reactions to Talent Designations
- Virtual Teams: Utilizing Talent-Management Thinking to Assess What We Currently Know about Making Virtual Teams Successful
- Stars that Shimmer and Stars that Shine: How Information Overload Creates Significant Challenges for Star Employees
- Employer Branding and Talent Management
- Talent Intermediaries in Talent Acquisition
- Straight Talk About Selecting for Upper Management
- Managing talent Flows Through Internal and External Labor Markets
- Workforce Differentiation
- Succession Planning: Talent Management’s Forgotten, but Critical Tool
- Talent Development: Building Organizational Capability
- Talent and Turnover
- HR Metrics and Talent Analytics
- Talent Management in the Global Context
- Talent Management in the Public Sector: Managing Tensions and Dualities
- Talent Management in Emerging Economies
- Talent Management in Multinational Corporations
- Talent Management in Small- and Medium-Sized Enterprises
- Talent Management of Nonstandard Employees
- Integrating Talent and Diversity Management
- How is Technology Changing Talent Management?
Abstract and Keywords
Leading business organizations are pursuing strategically driven talent-management processes to be competitive. They put a premium on identifying and developing individuals who have potential to make significant leadership contributions to the organization in the future. We review and summarize key indicators of leadership potential found in genetic, childhood/adolescent, early adult, and midcareer research. We also present a unifying approach to leadership potential and outline an integrated model, the Blueprint of Leadership Potential.
Robert F. Silzer is managing director of HR Assessment and Development Inc., and doctoral faculty in Industrial-Organizational Psychology at Baruch/Graduate Center, City University of New York. He received his PhD in Industrial/Organizational and Counseling Psychology from the University of Minnesota and has served as a corporate senior director and as president of a major Industrial/Organizational psychology consulting firm. He has consulted with 150 organizations and thousands of leaders and executives. Rob was awarded the 2015 Distinguished Professional Contributions Award from the Society of Industrial and Organizational Psychology and the 2016 International Award for Excellence in Consultation from the Society of Consulting Psychology, a division of the American Psychological Association. He is a Fellow of the American ↵Psychological Association, the Association for Psychological Science, the Society for Industrial and Organizational Psychology and the Society for Consulting Psychology (a division of the American Psychological Association). He has taught graduate psychology courses at New York University, City University of New York and City University of New York - Singapore. He has served on numerous journal editorial boards and as president and officer in several professional psychology associations. He is widely published, including books on Strategy-Driven Talent Management, The 21st Century Executive, and Individual Psychological Assessment. He enjoys global adventure travel and lives in Greenwich Village, Manhattan, New York City.
Walter C. Borman received his PhD in Industrial/Organizational Psychology from the University of California (Berkeley). He was CEO and then chief scientist of Personnel Decisions Research Institutes until his retirement last year, and is a professor of Industrial-Organizational Psychology at the University of South Florida. He is a Fellow of the Society for Industrial and Organizational Psychology. Borman has written more than 350 books, book chapters, journal articles, and conference papers. He has served on the editor boards of several journals in the I/O field, including the Journal of Applied Psychology, Personnel Psychology, and the International Journal of Selection and Assessment. He was editor of Human Performance, 2006–2014. Finally, he was the recipient of the Society for Industrial and Organizational Psychology’s Distinguished Scientific Contributions Award for 2003; the M. Scott Myers Award for Applied Research in the Workplace for 2000, 2002, 2004, and 2010; and the American Psychological Foundation’s Gold Medal Award for Life Achievement in the Application of Psychology in 2011.
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