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Evaporated talent? Problems with talent development during the career

J.G.L. Thijssen, B.I.J.M. van der Heijden

International Journal of Human Resources Development and Management, 2003, vol. 3, issue 2, 154-170

Abstract: Gifted young employees who are classified by management development departments as "high potentials" are often confronted with so-called development problems, sometimes shortly after the start of their career. This article focuses on three types of development problems. Firstly, problems caused by their overestimated employability, that means by career steps to jobs in totally unfamiliar job domains. Secondly, problems caused by so-called experience concentration, i.e. narrowing experience during a career. Thirdly, problems caused by a particular way of self-management, a way characterised as using techniques to protect one’s own position, especially at the end of a career. To conclude, this article shows that talent as such will not evaporate. Yet, the development of new talent will stop if an organisation does not offer appropriate conditions. One important example of such a condition is through-the-job training, based on horizontal mobility to adjacent jobs in which talented employees, using their experience, learn to cope with novelty.

Keywords: talent development; career; employability; management development; experience concentration. (search for similar items in EconPapers)
Date: 2003
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Handle: RePEc:ids:ijhrdm:v:3:y:2003:i:2:p:154-170