DAY 1

Identifying and measuring high-flyers

Defining talent, fast-stream, high-flyers

• who are they?
• what is their typical background?

The psychology of giftedness, genius and creativity

• what do we know about especially creative individuals in the arts and sciences?
• is talent born or made?

Cognitive ability and social intelligences

• what is the ability profile of high average v high-flyers?
• what are their preferences and values?

Case studies of high-flyers

• can we develop a profile of what to look for when trying to recruit and select high-flyers?
• what motivates the high-flyer?

Case studies from organisations that have adopted talent management

• how can the organisation gain competitive advantage by managing talent?

DAY 2

Assessing, managing and developing talent in people

Assessment centres for special talent

• instruments to assess talent
  • Hogan Development Survey
  • Raven Progressive Matrices
  • Thematic Apperception Test

Coaching, mentoring and developing the best

• coaching people to develop their knowledge, social skills and political awareness
• succession planning and career development
• how do organisations retain these talented people?

The Icarus syndrome: preventing derailment and spotting problem cases early

• personality disorders associated with narcissism and sociopathy

Rewarding talented people

• do talented people need different reward incentives?
• social v monetary rewards

A cost-benefit analysis of seeking out the very best as opposed to the very good.