Leadership matters. Leaders achieve results, no matter the industry. They are the critical determinant of success for a business because they are the ones who transform employees’ potential into performance.

So when working to transform high potentials into high performers, it’s critical to identify and develop future leaders.

From entry-level to C-suite, all members of your team require development to sustain and continually enhance their performance. Talent development cannot be a one-time onboarding procedure; it must be continuous.

If you want to be victorious, you need good leaders, and that requires transforming your high potentials into high performers.

you approach your interviews a little more like sof murder boards, you can reveal valuable information. To that end, we have five tips: Know what you’re looking for with each question. Create a core set of questions to be used with each candidate. Ask scenario-based and behavioral questions. Add challenges. Push candidates outside their comfort

seal training is difficult for everyone, but for some, it’s easier. Those are the people who especially need to be tested. So as soon as the instructors saw their opportunity, they ratcheted up the pressure to see if Mike would cave, and in this case, he didn’t.

At each stage of the hiring process, candidates should pass through a gate. Each time, the gate closes, and the information used for that gate does not impact scores in the next gate.

A common mantra in the Special Operations community is “Two things shitty, and one thing well.”

“Who you are is not the values you list on the wall. It’s not what you say in a company-wide meeting. It’s not your marketing campaign. It’s not even what you believe. Who you are is what you do.”