How to Use the 3 P’s to Predict Manager and Leader Success

A recent blog post from Select International discusses using Past Performance Data, Perception Data, and Personal Attributes to predict future success.

Editor's Note: This article originally appeared on Select International's website.

Bill is the COO of a three-hospital health system in a small town.  He’s been with the system for 30 years, starting as a nurse and moving up through the organization. He's been in his current role for 10 years.  He’s seen as a bit abrasive at times, but bright, direct, and effective.  He’s been serving the same CEO for those ten years.  They’re a good team.  The system is merging with another, slightly larger system with a more progressive culture.  He’s being considered for a larger role in the newly created system.  Is he a good fit?

Natalie is in her fourth year as a nurse.  She’s always been a top performer.  She’s perceived as dedicated, skilled, bright, and dedicated to her patients.  She’s being considered in the short term for a manager role and possibly for a long-term leadership track.  What are her chances of success?

This is always the issue, isn’t it?  How do you know if someone’s performance in their current role will predict performance in a different role?  There’s no exact science here – no tool or method that is 100% accurate at predicting success, but most healthcare organizations can do better. Click here to continue>>


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