{"id":52423,"date":"2026-02-09T14:17:59","date_gmt":"2026-02-09T13:17:59","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=52423"},"modified":"2026-08-13T13:11:16","modified_gmt":"2026-08-13T11:11:16","slug":"high-potential-vs-high-performer","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/high-potential-vs-high-performer\/","title":{"rendered":"High Potentials vs. High Performers: Pleten\u00ed t\u011bchto pojm\u016f m\u016f\u017ee st\u00e1t firmy hodn\u011b pen\u011bz\u00a0"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>\u010casto se setk\u00e1v\u00e1me s m\u00fdtem, \u017ee nejlep\u0161\u00ed v\u00fdkonn\u00ed zam\u011bstnanci jsou automaticky pova\u017eov\u00e1ni za budouc\u00ed l\u00eddry. V\u00fdsledkem je, \u017ee excelentn\u00ed odborn\u00edci kon\u010d\u00ed v mana\u017eersk\u00fdch rol\u00edch, ve kter\u00fdch se nec\u00edt\u00ed dob\u0159e \u2013 a \u010dasto v nich ani nejsou \u00fasp\u011b\u0161n\u00ed. P\u0159edstavte si sv\u00e9ho nejlep\u0161\u00edho program\u00e1tora \u2013 dok\u00e1\u017ee naprogramovat super k\u00f3d b\u011bhem minut. Znamen\u00e1 to ale, \u017ee bude skv\u011bl\u00fdm CTO? Ne nutn\u011b.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Rozli\u0161en\u00ed mezi High Potential (HiPo) a High Performer (HiPe) je kritick\u00fdm faktorem pro udr\u017eitelnost a r\u016fst ka\u017ed\u00e9 organizace. P\u0159esto\u017ee se tyto dv\u011b skupiny \u010d\u00e1ste\u010dn\u011b p\u0159ekr\u00fdvaj\u00ed, nejsou toto\u017en\u00e9. Pokud je firma nerozli\u0161uje, riskuje nejen \u0161patn\u00e1 pov\u00fd\u0161en\u00ed, ale i demotivaci lid\u00ed, vy\u0161\u0161\u00ed fluktuaci a slab\u0161\u00ed leadership pipeline.&nbsp;<\/span><\/p>\n\n\n\n<h2 id=\"kdo-je-high-performer\" class=\"wp-block-heading\"><span>Kdo je High Performer?&nbsp;<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Performer je \u201ehv\u011bzdou p\u0159\u00edtomnosti\u201c - zam\u011bstnanec, kter\u00fd dlouhodob\u011b dosahuje nadpr\u016fm\u011brn\u00fdch v\u00fdsledk\u016f ve sv\u00e9 sou\u010dasn\u00e9 roli. Jsou to va\u0161i nejefektivn\u011bj\u0161\u00ed obchodn\u00edci, nejprecizn\u011bj\u0161\u00ed analytici nebo nejkreativn\u011bj\u0161\u00ed design\u00e9\u0159i.<\/span><\/p>\n\n\n\n<h3 id=\"typicke-charakteristiky-high-performeru\" class=\"wp-block-heading\"><span>Typick\u00e9 charakteristiky high performer\u016f:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>m\u00e1 konzistentn\u00ed v\u00fdsledky: stabiln\u011b pln\u00ed nebo p\u0159ekra\u010duje c\u00edle,<\/span><\/li>\n\n\n\n<li><span>m\u00e1 vysokou odbornost ve sv\u00e9 oblasti,<\/span><\/li>\n\n\n\n<li><span>je spolehliv\u00fd a efektivn\u00ed,<\/span><\/li>\n\n\n\n<li><span>je \u010dasto \u201ego-to osoba\u201c pro slo\u017eit\u00e9 \u00fakoly,<\/span><\/li>\n\n\n\n<li><span>jeho v\u00fdkon je dob\u0159e m\u011b\u0159iteln\u00fd pomoc\u00ed KPI, v\u00fdsledk\u016f projekt\u016f nebo hodnocen\u00ed v\u00fdkonu.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"identifikace-high-performeru-je-relativne-primocara\" class=\"wp-block-heading\"><span>Identifikace high performer\u016f je relativn\u011b p\u0159\u00edmo\u010dar\u00e1:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.sloneek.com\/cs\/performance-management\/?_gl=1*2lupvd*_gcl_au*NjUyNjQ4NDkuMTc2NTc4NDY3OA..*FPAU*MTYxNTcxOTkzOC4xNzY1NTMzNTUz*_ga*NTA2NTIzMTA1LjE3NjU4NzEzMDQ.*_ga_M0SP53K4VS*czE3Njg5ODE1NjQkbzE5JGcwJHQxNzY4OTgxNTY0JGo2MCRsMCRoMTg5MDk1NTMwMQ..*_fplc*QUklMkZleEVVbUp3akw3cUluT0VQekExJTJGbGVYQ0hLZ2lQa0xJUXNMYnRwJTJGY0FrT0wwaVlXc0xUUkdyeU15c3dHSmlBeXR0eHh2b01YbyUyRklza2pyeGlDTGtLTEV5Z1dMM3NWZTIlMkI4R3ZnbHhmTm1aTEJMc1RGdVk5bWlqUW9NUSUzRCUzRA..\"><span>performance management<\/span><\/a><span>,<\/span><\/li>\n\n\n\n<li><span>pravideln\u00e9 hodnocen\u00ed v\u00fdkonu,<\/span><\/li>\n\n\n\n<li><span>v\u00fdsledky oproti c\u00edl\u016fm,<\/span><\/li>\n\n\n\n<li><span>zp\u011btn\u00e1 vazba od nad\u0159\u00edzen\u00fdch, klient\u016f nebo stakeholder\u016f.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>D\u016fle\u017eit\u00e9 je, \u017ee high performer exceluje \u201etady a te\u010f\u201c - v roli, kterou aktu\u00e1ln\u011b vykon\u00e1v\u00e1.<\/span><\/p>\n\n\n\n<h2 id=\"kdo-je-high-potential\" class=\"wp-block-heading\"><span>Kdo je High Potential?&nbsp;<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Potential je zam\u011bstnanec, kter\u00fd m\u00e1 schopnost, motivaci a osobnostn\u00ed p\u0159edpoklady k tomu, aby \u00fasp\u011b\u0161n\u011b zast\u00e1val mnohem komplexn\u011bj\u0161\u00ed a zodpov\u011bdn\u011bj\u0161\u00ed role, ne\u017e m\u00e1 dnes. Nejde o to, co d\u011bl\u00e1 te\u010f, ale co dok\u00e1\u017ee d\u011blat za x let.<\/span><\/p>\n\n\n\n<h3 id=\"typicke-znaky-high-potentials\" class=\"wp-block-heading\"><span>Typick\u00e9 znaky high potentials:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>vysok\u00e1 schopnost u\u010dit se a adaptovat (learning agility),<\/span><\/li>\n\n\n\n<li><span>strategick\u00e9 my\u0161len\u00ed a schopnost vid\u011bt \u0161ir\u0161\u00ed kontext,<\/span><\/li>\n\n\n\n<li><span>p\u0159irozen\u00fd vliv na ostatn\u00ed,<\/span><\/li>\n\n\n\n<li><span>schopnost zvl\u00e1dat komplexitu a nejistotu,<\/span><\/li>\n\n\n\n<li><span>ambice - vnit\u0159n\u00ed pohon posouvat se v\u00fd\u0161 a br\u00e1t na sebe zodpov\u011bdnost - motivace r\u016fst a p\u0159ij\u00edmat nov\u00e9 v\u00fdzvy,<\/span><\/li>\n\n\n\n<li><span>z\u00e1jem o leadership nebo \u0161ir\u0161\u00ed dopad ve firm\u011b.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"jak-firmy-identifikuji-high-potentials\" class=\"wp-block-heading\"><span>Jak firmy identifikuj\u00ed high potentials<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Na rozd\u00edl od high performer\u016f nelze potenci\u00e1l m\u011b\u0159it pouze v\u00fdsledky. Firmy proto kombinuj\u00ed v\u00edce p\u0159\u00edstup\u016f:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>behavior\u00e1ln\u00ed indik\u00e1tory (jak se \u010dlov\u011bk chov\u00e1 v nov\u00fdch situac\u00edch),<\/span><\/li>\n\n\n\n<li><span>360\u00b0 zp\u011btnou vazbu,<\/span><\/li>\n\n\n\n<li><span>development centra,<\/span><\/li>\n\n\n\n<li><span>psychometrick\u00e9 testov\u00e1n\u00ed,<\/span><\/li>\n\n\n\n<li><span>strukturovan\u00e9 rozhovory.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"role-psychometrickeho-testovani\" class=\"wp-block-heading\"><span>Role psychometrick\u00e9ho testov\u00e1n\u00ed<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Zat\u00edmco v\u00fdkon zm\u011b\u0159\u00edte \u010d\u00edsly, potenci\u00e1l nejl\u00e9pe odhal\u00ed diagnostika. Diagnostick\u00e9 n\u00e1stroje objektivn\u011b zm\u011b\u0159\u00ed kognitivn\u00ed schopnosti, <\/span><a href=\"https:\/\/www.sloneek.com\/cs\/kompetencni-model\/?_gl=1*1q8ehg3*_gcl_au*NjUyNjQ4NDkuMTc2NTc4NDY3OA..*FPAU*MTYxNTcxOTkzOC4xNzY1NTMzNTUz*_ga*NTA2NTIzMTA1LjE3NjU4NzEzMDQ.*_ga_M0SP53K4VS*czE3Njg5ODE1NjQkbzE5JGcxJHQxNzY4OTgxNTgzJGo0MSRsMCRoMTg5MDk1NTMwMQ..*_fplc*JTJCSkx3YyUyRkVsTmswd1BpSklLWlZQbTBMWDJ5N3hWWTBSa0lGJTJCcVUlMkJrcFI4b3RuWXN4YTRKWGRRdTY1aVZrZHk1TjRyQ1VaV3RkV2N6SEdoRnowdjg3aVV4NjVlZHI1Z1hGayUyQkd5JTJGUlZUS2FRU1pDdXJGU0RDVCUyQkRITFM4OVElM0QlM0Q.\"><span>kompetence<\/span><\/a><span> a motivace, kter\u00e9 jsou pro vy\u0161\u0161\u00ed management nezbytn\u00e9. Psychometrie eliminuje subjektivn\u00ed zkreslen\u00ed mana\u017eer\u016f, kte\u0159\u00ed maj\u00ed tendenci nominovat lidi \u201epodle sympati\u00ed\u201c nebo podle seniority ve firm\u011b.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Psychometrick\u00e9 n\u00e1stroje (nap\u0159. Hogan, SHL, Korn Ferry, YellowCouch a jin\u00e9) pom\u00e1haj\u00ed odpov\u011bd\u011bt na ot\u00e1zky, kter\u00e9 v\u00fdkon s\u00e1m o sob\u011b neuk\u00e1\u017ee:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>m\u00e1 \u010dlov\u011bk leadership predispozice?<\/span><\/li>\n\n\n\n<li><span>jak reaguje pod tlakem?<\/span><\/li>\n\n\n\n<li><span>m\u00e1 schopnost rozhodovat v nejistot\u011b?<\/span><\/li>\n\n\n\n<li><span>je sp\u00ed\u0161e expert, nebo l\u00eddr?<\/span><\/li>\n\n\n\n<li><span>jak\u00e1 je jeho motivace v\u00e9st ostatn\u00ed? atd.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Pr\u00e1v\u011b zde se \u010dasto uk\u00e1\u017ee, \u017ee skv\u011bl\u00fd v\u00fdkon \u2260 p\u0159ipravenost na dal\u0161\u00ed \u00farove\u0148.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/ir.kornferry.com\/news-events\/press-releases\/detail\/547\/korn-ferry-study-finds-companies-with-highly-agile-executives-have-25-percent-higher-profit-margins\"><span>Studie<\/span><\/a><span> spole\u010dnosti Korn Ferry (2014) uk\u00e1zala, \u017ee firmy s propracovan\u00fdm syst\u00e9mem identifikace HiPo (pomoc\u00ed psychometrie a agiln\u00edho u\u010den\u00ed) vykazuj\u00ed o 25 % vy\u0161\u0161\u00ed ziskovost ne\u017e ty, kter\u00e9 se spol\u00e9haj\u00ed pouze na subjektivn\u00ed hodnocen\u00ed v\u00fdkonu.&nbsp;<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Z nov\u011bj\u0161\u00edch studi\u00ed (2025) nap\u0159. od <\/span><a href=\"https:\/\/www.prnewswire.com\/news-releases\/new-findings-highlight-gaps-in-how-leaders-assess-high-potential-talent-302591071.html?utm_source=chatgpt.com\"><span>Talogy<\/span><\/a><span> se dozv\u00edd\u00e1me, \u017ee 91 % HR profesion\u00e1l\u016f a 88 % l\u00eddr\u016f spol\u00e9h\u00e1 p\u0159i identifikaci HiPo talent\u016f na subjektivn\u00ed hodnocen\u00ed v\u00fdkonu (nap\u0159. v\u00fdsledky a doporu\u010den\u00ed mana\u017eer\u016f). Pouze 45 % HR a 30 % l\u00eddr\u016f vyu\u017e\u00edv\u00e1 psychometrick\u00e1 hodnocen\u00ed. 67 % High Potential zam\u011bstnanc\u016f uvedlo, \u017ee jejich hodnocen\u00ed v\u00fdznamn\u011b ovlivnila jejich kari\u00e9rn\u00ed c\u00edle.<\/span><\/p>\n\n\n\n<figure class=\"wp-block-image alignnone size-full wp-image-52425\"><img loading=\"lazy\" decoding=\"async\" width=\"1312\" height=\"736\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1.jpg\" alt=\"\" class=\"wp-image-52425\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1.jpg 1312w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-300x168.jpg 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-1024x574.jpg 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-768x431.jpg 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-80x45.jpg 80w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-66x37.jpg 66w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-576x323.jpg 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-1040x583.jpg 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-200x112.jpg 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-20x11.jpg 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-30x17.jpg 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-45x25.jpg 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-65x36.jpg 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-68x38.jpg 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-240x135.jpg 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-270x151.jpg 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-180x101.jpg 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-294x165.jpg 294w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-63x35.jpg 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-61x34.jpg 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-400x224.jpg 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-810x454.jpg 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-1275x715.jpg 1275w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-690x387.jpg 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-84x47.jpg 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-1000x561.jpg 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-500x280.jpg 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-1-800x449.jpg 800w\" sizes=\"auto, (max-width: 1312px) 100vw, 1312px\" \/><figcaption class=\"wp-element-caption\">Strategick\u00e9 \u0159\u00edzen\u00ed talent\u016f vy\u017eaduje odli\u0161n\u00fd p\u0159\u00edstup ke ka\u017ed\u00e9 skupin\u011b, aby se p\u0159ede\u0161lo fluktuaci.<\/figcaption><\/figure>\n\n\n\n<h2 id=\"spolecne-rysy-a-zasadni-rozdily-hipo-a-hipe\" class=\"wp-block-heading\"><span>Spole\u010dn\u00e9 rysy a z\u00e1sadn\u00ed rozd\u00edly HiPo a HiPe<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Spole\u010dn\u00e9 znaky:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>vysok\u00e1 anga\u017eovanost,<\/span><\/li>\n\n\n\n<li><span>nadpr\u016fm\u011brn\u00fd p\u0159\u00ednos pro firmu,<\/span><\/li>\n\n\n\n<li><span>ochota p\u0159evz\u00edt odpov\u011bdnost,<\/span><\/li>\n\n\n\n<li><span>schopnost u\u010dit se a zlep\u0161ovat.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>N\u011bkte\u0159\u00ed zam\u011bstnanci mohou b\u00fdt z\u00e1rove\u0148 high performer i high potential \u2013 ale rozhodn\u011b to neplat\u00ed automaticky.<\/span><\/p>\n\n\n\n<h3 id=\"kde-se-cesty-rozchazeji\" class=\"wp-block-heading\"><span>Kde se cesty rozch\u00e1zej\u00ed?&nbsp;<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Performer m\u016f\u017ee b\u00fdt \u0161\u0165astn\u00fd a maxim\u00e1ln\u011b u\u017eite\u010dn\u00fd ve sv\u00e9 expertn\u00ed roli. Pokud ho ale pov\u00fd\u0161\u00edte na mana\u017eera, jeho v\u00fdkon m\u016f\u017ee paradoxn\u011b klesnout, proto\u017ee mu chyb\u00ed lidsk\u00e9 dovednosti nebo strategick\u00e9 my\u0161len\u00ed.<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.sloneek.com\/cs\/performance-management\/?_gl=1*2lupvd*_gcl_au*NjUyNjQ4NDkuMTc2NTc4NDY3OA..*FPAU*MTYxNTcxOTkzOC4xNzY1NTMzNTUz*_ga*NTA2NTIzMTA1LjE3NjU4NzEzMDQ.*_ga_M0SP53K4VS*czE3Njg5ODE1NjQkbzE5JGcwJHQxNzY4OTgxNTY0JGo2MCRsMCRoMTg5MDk1NTMwMQ..*_fplc*QUklMkZleEVVbUp3akw3cUluT0VQekExJTJGbGVYQ0hLZ2lQa0xJUXNMYnRwJTJGY0FrT0wwaVlXc0xUUkdyeU15c3dHSmlBeXR0eHh2b01YbyUyRklza2pyeGlDTGtLTEV5Z1dMM3NWZTIlMkI4R3ZnbHhmTm1aTEJMc1RGdVk5bWlqUW9NUSUzRCUzRA..\"><span>Performance<\/span><\/a><span> je o tom, jak dob\u0159e hrajete na housle.<\/span><\/li>\n\n\n\n<li><span>Potential je o tom, zda dok\u00e1\u017eete dirigovat cel\u00fd orchestr.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Zam\u011b\u0148ov\u00e1n\u00ed t\u011bchto pojm\u016f vede k jednomu z nejzn\u00e1m\u011bj\u0161\u00edch fenom\u00e9n\u016f: Peterovu principu.<\/span><\/p>\n\n\n\n<h2 id=\"co-je-peteruv-princip\" class=\"wp-block-heading\"><span>Co je Peter\u016fv princip<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Autorem je Dr. Laurence J. Peter, kter\u00fd tento princip popsal v roce 1969 v knize The Peter Principle.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Peter\u016fv princip \u0159\u00edk\u00e1, \u017ee:<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><i><span>\u201eV hierarchick\u00fdch organizac\u00edch jsou lid\u00e9 povy\u0161ov\u00e1ni a\u017e do \u00farovn\u011b sv\u00e9 neschopnosti.\u201c<\/span><\/i><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Co to znamen\u00e1 v praxi?<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>zam\u011bstnanec je pov\u00fd\u0161en, proto\u017ee je skv\u011bl\u00fd v aktu\u00e1ln\u00ed roli - je v\u00fdborn\u00fd specialista a top performer,<\/span><\/li>\n\n\n\n<li><span>dostane jinou roli, kter\u00e1 vy\u017eaduje \u00fapln\u011b jin\u00e9 dovednosti - mus\u00ed \u0159\u00eddit lidi, delegovat, d\u00e1vat zp\u011btnou vazbu, \u0159e\u0161it v\u00fdkon, konflikty,<\/span><\/li>\n\n\n\n<li><span>pokud je nezvl\u00e1d\u00e1, z\u016fst\u00e1v\u00e1 \u201ezaseknut\u00fd\u201c na \u00farovni, kde u\u017e nen\u00ed efektivn\u00ed.<\/span><\/li>\n\n\n\n<li><span>V\u00fdsledek: \u010clov\u011bk, kter\u00fd byl excelentn\u00ed odborn\u00edk, selh\u00e1v\u00e1 jako mana\u017eer \u2013 ne proto, \u017ee by byl slab\u00fd, ale proto, \u017ee mu chyb\u00ed skillset na tu novou roli.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Peter\u016fv princip jasn\u011b ukazuje, \u017ee v\u00fdkon v jedn\u00e9 roli nen\u00ed prediktorem \u00fasp\u011bchu v jin\u00e9.<\/span><\/p>\n\n\n\n<h3 id=\"dopady-na-firmu\" class=\"wp-block-heading\"><span>Dopady na firmu<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Firmy, kter\u00e9 systematicky povy\u0161uj\u00ed jen podle v\u00fdkonu, \u010dasto \u010del\u00ed:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>slab\u00e9mu leadershipu,<\/span><\/li>\n\n\n\n<li><span>demotivovan\u00fdm t\u00fdm\u016fm,<\/span><\/li>\n\n\n\n<li><span>vy\u0161\u0161\u00ed fluktuaci,<\/span><\/li>\n\n\n\n<li><span>ztr\u00e1t\u011b \u0161pi\u010dkov\u00fdch expert\u016f,<\/span><\/li>\n\n\n\n<li><span>toxick\u00e9 firemn\u00ed kultu\u0159e.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Z HR pohledu jde o velmi drahou chybu.<\/span><\/p>\n\n\n\n<h2 id=\"nastroj-9-box-grid\" class=\"wp-block-heading\"><span>N\u00e1stroj 9-Box Grid<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Nejefektivn\u011bj\u0161\u00edm zp\u016fsobem, jak vizualizovat rozd\u00edl mezi v\u00fdkonem a potenci\u00e1lem, je matice 9-box grid. Ta rozd\u011bluje zam\u011bstnance do dev\u00edti pol\u00ed na z\u00e1klad\u011b dvou os: X (aktu\u00e1ln\u00ed v\u00fdkon) a Y (budouc\u00ed potenci\u00e1l).<\/span><\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><\/td><td><span>N\u00edzk\u00fd v\u00fdkon<\/span><\/td><td><span>St\u0159edn\u00ed v\u00fdkon<\/span><\/td><td><span>Vysok\u00fd v\u00fdkon<\/span><\/td><\/tr><tr><td><span>Vysok\u00fd potenci\u00e1l<\/span><\/td><td><span>Drsn\u00fd diamant (Enigma)&nbsp;<\/span><\/td><td><span>Budouc\u00ed hv\u011bzda (Growth Talent)<\/span><\/td><td><span>Hv\u011bzda (Consistent Star)<\/span><\/td><\/tr><tr><td><span>St\u0159edn\u00ed potenci\u00e1l<\/span><\/td><td><span>Otazn\u00edk \/ Dilema (Up or Out)<\/span><\/td><td><span>Kl\u00ed\u010dov\u00fd hr\u00e1\u010d (Core Talent)<\/span><\/td><td><span>Tahoun (High Professional)<\/span><\/td><\/tr><tr><td><span>N\u00edzk\u00fd potenci\u00e1l<\/span><\/td><td><span>Podpr\u016fm\u011brn\u00fd (Low Performer)<\/span><\/td><td><span>Efektivn\u00ed odborn\u00edk (Solid Doer)<\/span><\/td><td><span>Specialista \/ Expert (Workhorse)<\/span><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"jak-s-matici-pracovat\" class=\"wp-block-heading\"><span>Jak s matic\u00ed pracovat<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Horn\u00ed \u0159ada (vysok\u00fd potenci\u00e1l):<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Hv\u011bzdy: P\u0159ipravte je na n\u00e1stupnictv\u00ed (Succession Planning). Dejte jim mentora z top managementu a nastavte jim rozvojov\u00fd program.<\/span><\/li>\n\n\n\n<li><span>Budouc\u00ed hv\u011bzdy: Zam\u011b\u0159te se na jejich profesn\u00ed r\u016fst a d\u00e1vejte jim \u010d\u00edm d\u00e1l slo\u017eit\u011bj\u0161\u00ed \u00fakoly.<\/span><\/li>\n\n\n\n<li><span>Drsn\u00e9 diamanty: Zjist\u011bte p\u0159\u00ed\u010dinu n\u00edzk\u00e9ho v\u00fdkonu. Chyb\u00ed jim dovednosti, nebo jsou jen na \u0161patn\u00e9 pozici?<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Prost\u0159edn\u00ed \u0159ada (st\u0159edn\u00ed potenci\u00e1l):<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Tahoun: Udr\u017eujte jejich motivaci. Jsou to va\u0161i kl\u00ed\u010dov\u00ed odborn\u00edci, kte\u0159\u00ed necht\u011bj\u00ed nutn\u011b \u0161\u00e9fovat, ale cht\u011bj\u00ed b\u00fdt \u0161pi\u010dkami v oboru.<\/span><\/li>\n\n\n\n<li><span>Kl\u00ed\u010dov\u00fd hr\u00e1\u010d: Stabilizujte je a nab\u00edzejte jim rozvojov\u00e9 kurzy.<\/span><\/li>\n\n\n\n<li><span>Otazn\u00edk\/Dilema: Nastavte jasn\u00fd pl\u00e1n zlep\u0161en\u00ed v\u00fdkonu (PIP). Pokud se v\u00fdkon nezvedne, potenci\u00e1l je nevyu\u017eit\u00fd.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Spodn\u00ed \u0159ada (n\u00edzk\u00fd potenci\u00e1l):<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Expert \/ Specialista: Jsou to va\u0161i nejzku\u0161en\u011bj\u0161\u00ed \"tahouni\" proces\u016f. Oce\u0148ujte jejich loajalitu a odbornost.<\/span><\/li>\n\n\n\n<li><span>Efektivn\u00ed odborn\u00edk: Dob\u0159\u00ed zam\u011bstnanci, kte\u0159\u00ed nepot\u0159ebuj\u00ed vertik\u00e1ln\u00ed r\u016fst. Udr\u017eujte jejich spokojenost.<\/span><\/li>\n\n\n\n<li><span>Podpr\u016fm\u011brn\u00fd: Zva\u017ete, zda pro n\u011b ve firm\u011b existuje vhodn\u011bj\u0161\u00ed role, nebo se s nimi p\u0159\u00edpadn\u011b rozlu\u010dte.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Odkaz na matici najdete <\/span><a href=\"https:\/\/digitalleadership.com\/glossary\/9-box-talent-review\/\"><span>zde<\/span><\/a><span>.<\/span><\/p>\n\n\n\n<h2 id=\"jak-zefektivnit-vas-pristup-k-talent-managementu\" class=\"wp-block-heading\"><span>Jak zefektivnit v\u00e1\u0161 p\u0159\u00edstup k talent managementu<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Strategick\u00fd talent management vy\u017eaduje odli\u0161n\u00fd p\u0159\u00edstup k ob\u011bma skupin\u00e1m, aby nedoch\u00e1zelo k fluktuaci.<\/span><\/p>\n\n\n\n<h3 id=\"1-kompetencni-modely\" class=\"wp-block-heading\"><span>1. Kompeten\u010dn\u00ed modely<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Firma mus\u00ed m\u00edt jasn\u011b definovan\u00e9, co znamen\u00e1 \"\u00fasp\u011bch\" v odborn\u00fdch rol\u00edch a jak\u00e9 jsou kompetence v mana\u017eersk\u00fdch rol\u00edch. <\/span><a href=\"https:\/\/www.sloneek.com\/cs\/kompetencni-model\/?_gl=1*1q8ehg3*_gcl_au*NjUyNjQ4NDkuMTc2NTc4NDY3OA..*FPAU*MTYxNTcxOTkzOC4xNzY1NTMzNTUz*_ga*NTA2NTIzMTA1LjE3NjU4NzEzMDQ.*_ga_M0SP53K4VS*czE3Njg5ODE1NjQkbzE5JGcxJHQxNzY4OTgxNTgzJGo0MSRsMCRoMTg5MDk1NTMwMQ..*_fplc*JTJCSkx3YyUyRkVsTmswd1BpSklLWlZQbTBMWDJ5N3hWWTBSa0lGJTJCcVUlMkJrcFI4b3RuWXN4YTRKWGRRdTY1aVZrZHk1TjRyQ1VaV3RkV2N6SEdoRnowdjg3aVV4NjVlZHI1Z1hGayUyQkd5JTJGUlZUS2FRU1pDdXJGU0RDVCUyQkRITFM4OVElM0QlM0Q.\"><span>Kompeten\u010dn\u00ed modely<\/span><\/a><span> by m\u011bly b\u00fdt transparentn\u00ed, aby zam\u011bstnanec v\u011bd\u011bl, co se od n\u011bj o\u010dek\u00e1v\u00e1 pro horizont\u00e1ln\u00ed i vertik\u00e1ln\u00ed r\u016fst.<\/span><\/p>\n\n\n\n<h3 id=\"2-interni-akademie-a-rozvoj\" class=\"wp-block-heading\"><span>2. Intern\u00ed akademie a rozvoj<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>M\u016f\u017eete si na m\u00edru vytvo\u0159it vzd\u011bl\u00e1vac\u00ed a rozvojov\u00e9 programy pro high potentials, kde ka\u017ed\u00fd jeden \u00fa\u010dastn\u00edk bude m\u00edt mo\u017enost se na novou roli p\u0159ipravit. M\u016f\u017eou tam b\u00fdt leadership skills, mentoring, kou\u010dink, rotace v r\u016fzn\u00fdch odd\u011blen\u00edch (cross-functional experience) a \u0159e\u0161en\u00ed strategick\u00fdch projekt\u016f mimo jejich b\u011b\u017enou agendu. Doporu\u010dujeme skillset a kompetence nejd\u0159\u00edv zm\u011b\u0159it pomoc\u00ed psychometrie a 360 zp\u011btn\u00e9 vazby, kde o \u010dlov\u011bku z\u00edsk\u00e1te cenn\u00e9 informace a m\u016f\u017eete na tom stav\u011bt. Pak po 1-2 letech je dobr\u00e9 ud\u011blat retest - kam se zam\u011bstnanec posunul v \u010dase.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Pro High Performers m\u016f\u017eete m\u00edt expertn\u00ed akademie. Nab\u00eddn\u011bte jim prohlubov\u00e1n\u00ed specializace, certifikace, roli intern\u00edch lektor\u016f nebo \u201eSubject Matter Experts\u201c. Uka\u017ete jim, \u017ee kari\u00e9rn\u00ed postup nemus\u00ed b\u00fdt jen do managementu, ale i po expertn\u00ed ose.<\/span><\/p>\n\n\n\n<h3 id=\"3-performance-management\" class=\"wp-block-heading\"><span>3. Performance Management<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.sloneek.com\/cs\/performance-management\/?_gl=1*2lupvd*_gcl_au*NjUyNjQ4NDkuMTc2NTc4NDY3OA..*FPAU*MTYxNTcxOTkzOC4xNzY1NTMzNTUz*_ga*NTA2NTIzMTA1LjE3NjU4NzEzMDQ.*_ga_M0SP53K4VS*czE3Njg5ODE1NjQkbzE5JGcwJHQxNzY4OTgxNTY0JGo2MCRsMCRoMTg5MDk1NTMwMQ..*_fplc*QUklMkZleEVVbUp3akw3cUluT0VQekExJTJGbGVYQ0hLZ2lQa0xJUXNMYnRwJTJGY0FrT0wwaVlXc0xUUkdyeU15c3dHSmlBeXR0eHh2b01YbyUyRklza2pyeGlDTGtLTEV5Z1dMM3NWZTIlMkI4R3ZnbHhmTm1aTEJMc1RGdVk5bWlqUW9NUSUzRCUzRA..\"><span>Syst\u00e9m hodnocen\u00ed<\/span><\/a><span> by m\u011bl rozli\u0161ovat mezi \"Co bylo doru\u010deno\" (V\u00fdkon) a \"Jak\u00e9 schopnosti byly demonstrov\u00e1ny pro budoucnost\" (Potenci\u00e1l).&nbsp;<\/span><\/p>\n\n\n\n<h2 id=\"pripadove-studie\" class=\"wp-block-heading\"><span>P\u0159\u00edpadov\u00e9 studie<\/span><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Google: Projekt Oxygen a Aristoteles: <\/b><span>Google dlouhodob\u011b zkoum\u00e1, co d\u011bl\u00e1 l\u00eddra \u00fasp\u011b\u0161n\u00fdm. Zjistili, \u017ee technick\u00e1 expertiza (vysok\u00fd v\u00fdkon v oboru) je a\u017e na posledn\u00edm m\u00edst\u011b v seznamu vlastnost\u00ed skv\u011bl\u00e9ho mana\u017eera. Kl\u00ed\u010dov\u00fdmi rysy potenci\u00e1lu se uk\u00e1zala b\u00fdt schopnost kou\u010dovat a vytv\u00e1\u0159et psychologick\u00e9 bezpe\u010d\u00ed. To potvrzuje, \u017ee HiPo programy mus\u00ed c\u00edlit na soft-skills, nikoliv na prohlubov\u00e1n\u00ed expertn\u00edho v\u00fdkonu. Zdroje: <\/span><a href=\"https:\/\/rework.withgoogle.com\/intl\/en\/guides\/understanding-team-effectiveness\"><span>Understand team effectiveness<\/span><\/a><span>, <\/span><a href=\"https:\/\/rework.withgoogle.com\/intl\/en\/guides\/managers-research-behind-great-managers\"><span>Identify what makes a great manager<\/span><\/a><span>)<\/span><\/li>\n\n\n\n<li><b>General Electric (GE): <\/b><span>GE je pr\u016fkopn\u00edkem v identifikaci talent\u016f. Jejich syst\u00e9m byl postaven na neust\u00e1l\u00e9m rozli\u0161en\u00ed mezi aktu\u00e1ln\u00edm p\u0159\u00ednosem a budouc\u00ed kapacitou. Pou\u017e\u00edvali p\u0159\u00edsn\u00e9 hodnocen\u00ed, kde \"High Potentials\" byli okam\u017eit\u011b zapojov\u00e1ni do tzv. \"stretch assignments\" (\u00fakoly, kter\u00e9 jsou nad jejich aktu\u00e1ln\u00ed schopnosti), aby se otestovala jejich adaptabilita v praxi.\u00a0<\/span><\/li>\n\n\n\n<li><b>Firmy jako Unilever, GE nebo IBM<\/b><span> dlouhodob\u011b pracuj\u00ed s odd\u011blen\u00fdmi talentov\u00fdmi programy pro HiPo a systematicky vyu\u017e\u00edvaj\u00ed assessment a psychometrii.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"zaver\" class=\"wp-block-heading\"><span>Z\u00e1v\u011br<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Potentials jsou va\u0161\u00ed pojistkou na budoucnost, zat\u00edmco High Performers jsou motorem va\u0161\u00ed sou\u010dasnosti. Pokud chcete, aby va\u0161e firma prosperovala, mus\u00edte h\u00fd\u010dkat ob\u011b skupiny, ale ka\u017edou jinak. P\u0159esta\u0148te povy\u0161ovat lidi jen za z\u00e1sluhy a roky praxe a za\u010dn\u011bte je rozv\u00edjet podle jejich skute\u010dn\u00e9ho potenci\u00e1lu. 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