I was just reading Kyle Salem’s blog on the use of psychometrics in the management of talent. Aside from aggressively promoting psychometrics, he brings up some seriously interesting points. The gist of his article that can be read here can be surmised as follows.

1. Psychometrics…good. Intuitive management, not so good.

2. Management should be recruited (through external or internal recruitment) based on a profile of what “Good Managers” should look like, and not who you think you like. Success, and / or failure can be forecasted accordingly.

3. “Leaders” tend to lead Entrepreneurial organizations, while “Experts” tend to lead technical organizations. (read Kyle’s article for a clearer definition of the terms).

4. When managing the growth of your talent, you (or your HR team) should keep the following in mind. There are Hi-Pros, and Hi-Pos. They both are essential to your company’s growth/success, but must be managed differently, and carefully. Their happiness and sense of professional fulfillment, are critical.
Check out his blog…it’s essential to successful talent management.