How and Why we Must Differentiate Talent

2 Responses

  1. a_blogger says:

    Great article, and great example with those 40 top performers vs 40 average performers. Any thought on managing also the diversity that might foster strong performance although different working styles?

  2. Maurice Stewart says:

    In order to attract high-performance, isn’t the design of a company’s compensation and indirect benefit program critical? Why then should a company not spend 3-5% of payroll here? How about current employees? Wouldn’t it demotivate them is a company is focussed on looking for high-performance talent externally rather than close “gaps” through training activities?