【商業智慧】利用3Q指標發掘高潛力人才 Discover high potential talents by using the 3Q indicators
為瞭解決這個問題，一家商業諮詢公司開發了一套預測領導潛力的模型，該模型以可觀察且可測量的行為為基礎，而非僅以過去成就為依據。該模型利用三個心理指標 - 認知商數（CQ）、推動商數（DQ）和情緒商數（EQ）來評估領導潛力。
- 推動商數（DQ）：高DQ的人不是只會運用自己的力量來讓自己有最好的表現，也會用於培養和善用他人。 他們會突破舒適圈，樂於迎向新挑戰。遇到挫折時，能夠重新調整和重新建構情況。他們不僅持續努力讓自己進步，也會讓整個組織改善。
What abilities do leaders need to have? The current difficulty for businesses is that future development is full of uncertainty, and the traditional definition of talent may not be suitable for the present. Leaders need to respond to the constantly changing future.
To solve this problem, a business consulting company has developed a model for predicting leadership potential. The model is based on observable and measurable behaviours rather than just past achievements. The model uses three psychological indicators - cognitive quotient (CQ), drive quotient (DQ), and emotional quotient (EQ) - to assess leadership potential.
- Cognitive Quotient (CQ): To measure CQ, it should be understood whether they exhibit more advanced behaviours that differentiate those who will use their intelligence to solve problems. For example, do they think from a supervisor’s perspective? Do they anticipate future events and prepare for them? Is their thinking based on “how to create value for the company”?
- Drive Quotient (DQ): People with high DQ not only use their power to perform at their best, but also use it to cultivate and leverage others. They break out of their comfort zone and embrace new challenges. When faced with setbacks, they can re-adjust and re-build the situation. They not only strive to improve themselves, but also improve the entire organisation.
- Emotional Quotient (EQ): People with high EQ want to exert their influence, for example, they will try to express their views and negotiate outcomes. Companies should seek people who have the ability and willingness to convey difficult messages with courage and empathy.
By combining these three indicators, companies can measure leadership potential in a concrete and objective way, regardless of the candidate’s past experience. Focusing on observable and measurable behaviours and using the above model to measure leadership potential, companies will not miss out on talented individuals.