Open the nomination gate
Design nomination criteria that reduce familiarity bias and connect potential to strategic role demands.
The move: make the nomination gate evidence-based before calibration starts. A high-potential list can become biased long before leaders debate the names. The first gate is usually manager memory. Memory favors visible work, recent wins, similarity to previous leaders, and people who already have sponsor access. To counter that, the nomination process needs structure. Use a future-role lens. What business-critical capabilities will matter in the next 12 to 24 months? Convert those capabilities into behavior prompts. Do not ask, 'Is this person strategic?' Ask, 'Describe a decision where this person linked customer, financial, and operating trade-offs.' Do not ask, 'Is…
Sign up free — one personalized lesson every day, matched to your role and goals.
Already have an account? Sign in