【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
到底領袖需要具備什麼能力？企業現在的困難是，未來的發展充滿不確定性，傳統對人才的定義未必適合現在，領袖需要應對不斷變化的未來。
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。
- 認知商數（CQ）：要衡量CQ，應該要瞭解他們是否有較進階的行為，這些行為能區分出哪些人會運用自己的智力去解決問題。例如，他們會不會從主管的角度思考？他們會不會預想未來會發生的事並做好心理準備？他們的思考是不是以「如何為企業創造價值」為出發點？
- 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。
- 情緒商數（EQ）：高EQ的人會想要發揮他們的影響力，例如，會設法表達自己的見解，並協商產生結果。企業應尋求有能力、也有意願以勇氣與同理心來傳達棘手訊息的人。
若是結合這三個指標，就能讓企業以具體、客觀的方式來衡量領導潛力，無論候選人過去的經驗有多少。專注於可觀察、可衡量的行為，運用以上模型來衡量領導潛力，這樣就不會錯過有潛力的人才。
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.