Latest news with #potential
UAE Moments
4 days ago
- Entertainment
- UAE Moments
♈ Aries Daily Horoscope for July 26, 2025
Big Aries energy meets big decisions. Are you ready to choose your next adventure? Today's vibe is bold, fiery, and full of potential—just the way you like it. The universe is handing you the mic, but what you say next could set the tone for the rest of your month. Choose your words (and your battles) wisely. Career: Your ambition is peaking — great for brainstorming or pitching, not so great for paperwork or waiting on approvals. Don't get discouraged if things don't move at your speed. Stay focused on the long game and avoid picking battles that aren't worth it. Love: You're radiating intensity — which can either charm or overwhelm. If single, let your energy invite rather than overpower. In a relationship? Avoid jumping to conclusions. A little softness can go a long way today. Body: Your body is craving movement — but don't overdo it. A quick workout or dance break might help burn off that restlessness. If you've been ignoring little aches, it's time to show your body some respect. Mental Health: Your mind's in go-mode, which can lead to overthinking or impulse decisions. Hit pause before reacting — especially in emotional convos. Meditation, deep breaths, or even screaming into a pillow (we won't judge) could help.
UAE Moments
7 days ago
- Entertainment
- UAE Moments
♈ Aries Daily Horoscope for July 23, 2025
Big Aries energy meets big decisions. Are you ready to choose your next adventure? Today's vibe is bold, fiery, and full of potential—just the way you like it. The universe is handing you the mic, but what you say next could set the tone for the rest of your month. Choose your words (and your battles) wisely. Career: Your ambition is peaking — great for brainstorming or pitching, not so great for paperwork or waiting on approvals. Don't get discouraged if things don't move at your speed. Stay focused on the long game and avoid picking battles that aren't worth it. Love: You're radiating intensity — which can either charm or overwhelm. If single, let your energy invite rather than overpower. In a relationship? Avoid jumping to conclusions. A little softness can go a long way today. Body: Your body is craving movement — but don't overdo it. A quick workout or dance break might help burn off that restlessness. If you've been ignoring little aches, it's time to show your body some respect. Mental Health: Your mind's in go-mode, which can lead to overthinking or impulse decisions. Hit pause before reacting — especially in emotional convos. Meditation, deep breaths, or even screaming into a pillow (we won't judge) could help.
Yahoo
19-07-2025
- Sport
- Yahoo
Joe Dumars urges Zion Williamson to stop wasting his potential and leads his team: "It's time now at 25 years old to embrace those responsibilities"
Joe Dumars urges Zion Williamson to stop wasting his potential and leads his team: "It's time now at 25 years old to embrace those responsibilities" originally appeared on Basketball Network. Joe Dumars is having a busy offseason with the New Orleans Pelicans. Beyond signing Kevon Looney and — albeit controversially — guiding the team through the recent NBA Draft, he also held talks with a special Pelicans player, Zion Williamson. Recently, Joe D revealed insights from that talk, with one thing standing out: it's time for Zanos to truly step up as the franchise cornerstone he is — or rather, is meant to be. Untapped potential Dumars is still new to the Pelicans, having taken over as General Manager this April. In contrast, Williamson is already a seasoned veteran. Though it might not feel that way, the dominant 6'6" forward is about to start his seventh season in the league. They have stayed close since day one despite joining the NOLA franchise at completely different times. As Dumars, a Detroit Pistons legend, says, "We are in constant contact with each other." When you have those conversations — especially when bringing the experience of a two-time NBA champion — you quickly get a sense of the person across the table. Joe saw that with Zion and came away impressed, calling the former Duke Blue Devil an incredibly good guy and a really good person. As Dumars noted, Williamson also has uncanny on-court qualities — being immensely talented — but there's a "but" to it all, one that's been discussed at length. As the story goes, Zion's NBA journey has been defined more by what could have been than what is. Conditioning issues have consistently dogged the 2019 top draft pick, fueling a cycle of injuries that kept him off the court for more than half of New Orleans' games across his first five seasons. Yet, when Williamson, a two-time All-Star, stayed healthy, he was a force unlike many before him, blending raw power with rare efficiency that at times bordered on straight talk to Williamson For Joe D, the architect of Detroit's 2004 championship team, one thing is certain: the Pelicans can only succeed when Zion moves beyond potential and consistently leads the team. That's the kind of message the GM says he's communicated to the star player. "I've talked to him about the responsibility of being great and the responsibility of being a leader, of being a captain, of being the best player, of being the face of a franchise," said Dumars. "I've talked to him about how all of those things come with responsibility and how it's time now, at 25 years old, to embrace those responsibilities. That's what our conversations have been. It's really just been about embracing your greatness on and off the court." The former NBA point guard described their talks as honest and direct, never sugarcoated. "I wasn't mincing words,+." Dumars, a Louisiana native, explained that his approach comes from genuine care and a desire to help Williamson mature into a true professional. "He also knows it comes from a place of caring about him, helping him grow into being a real, true pro," explained the 62-year-old. As the Pelicans' new GM, it's definitely Joe's responsibility to have these candid talks. This is especially important given how much of Zion's talent has gone untapped since joining the franchise. Ultimately, New Orleans fans are eager to soak in the full Zion experience. That means the North Carolina native must step up, and following Dumars' advice seems like a great starting point. Still, the sense of urgency for Williamson to do so seems to grow by the story was originally reported by Basketball Network on Jul 16, 2025, where it first appeared.
Bloomberg
01-07-2025
- Business
- Bloomberg
KIC Eyes China Tech
Korea Investment Fund CEO, Park Il Young says China's tech sector has great potential but investing in the country is 'tricky'. He speaks with David Ingles on Bloomberg TV. (Source: Bloomberg)
Forbes
20-06-2025
- Business
- Forbes
7 Key Factors For Distinguishing Between Performance And Potential
Developing potential Getty Images Understanding the difference between what someone does now (performance) and what they could do in the future (potential) is essential for effective succession planning, leadership development, and long-term organizational success. In today's fast-evolving business environment, the ability to distinguish between performance and potential is not just a talent management nuance—it's a strategic imperative to boost company performance and innovation. Yet many organizations still confuse the two, promoting high performers who may not be suited for leadership roles while overlooking the quiet potential of others who could thrive with the right support and development. It's tempting to assume that the employee who consistently exceeds KPIs or delivers exceptional results is the best candidate for advancement. But performance is only part of the equation. It reflects someone's ability to succeed in their current role. Potential, on the other hand, is about the capacity to grow into more complex, ambiguous, and future-oriented challenges. Research from the Corporate Executive Board (CEB, now part of Gartner) found that only about 15% of high performers are also high potentials (CEB, 2013). This gap reveals the risk of relying too heavily on performance for promotion decisions. Promoting the wrong people can result in disengagement, leadership failure, and attrition. 2. Performance Is Retrospective, Potential Is Forward-Looking Performance assessments are backward-looking. They reward what has already been achieved under familiar conditions. Potential is forward-looking: it evaluates how someone might handle future ambiguity, complexity, and scale. In leadership roles, skills like adaptability, influence, and strategic thinking often matter more than operational excellence. Recognizing potential means identifying those with learning agility, emotional intelligence, and the drive to grow. Research from the Harvard Business Review (Ready, Conger, & Hill, 2010) explains that companies with strong high potential programs look for individuals who can move from being a 'value creator' to a 'game-changer' and outline the key factors for this. 3. Focusing On Performance And Not Potential Stalls Innovation Focusing only on quantifiable performance outcomes may stifle employees' willingness to be curious, experiment and take risks. This insight comes from a recent organizational study examining the unintended effects of performance measurement systems within corporate cultures. The authors found that when employees are overly evaluated based on short‑term, numeric targets, they tend to: Stick to safe, predictable tasks instead of taking creative risks. Avoid experimentation that might undermine performance scores. Become less resilient to failure—a core driver of breakthrough innovation. By distinguishing and rewarding potential, organizations open the door to broader and more diverse thinking —strengthening innovation and long-term competitiveness. 4. Performance And Potential Are Rewarded Differently Because performance and potential serve different purposes, they should be rewarded differently. • High performers should be rewarded for current contributions. This often includes short-term incentives, such as bonuses, public recognition, salary increases, and fast-track promotions within technical tracks. • High potentials, by contrast, need longer-term investments to retain them and realize the value of the investment in developing them. These may include deferred compensation, equity grants, accelerated development pathways, executive mentoring, or international assignments that stretch capabilities and build loyalty. Retaining high potentials requires differentiation in both recognition and opportunity. They are often more motivated by learning, growth, and long-term career prospects than by financial incentives alone. Designing dual reward systems—that honor achievement while investing in future capability—is essential for talent sustainability. 5. Tools And Frameworks Help Spot Potential Accurately Unlike performance, which is usually measured with data, potential can feel subjective. But structured frameworks—like Korn Ferry's Seven Signposts of Leadership Potential or the classic 9-box grid—help leaders assess traits such as curiosity, drive, and capacity for complexity. These tools also prompt richer conversations about tailored development and retention strategies that inform talent planning reviews and succession planning strategies. 6. Not Everyone Should Be A Leader—And That's Okay Great individual contributors don't always make good leaders Getty Images Some high performers are best rewarded as deep experts or individual contributors. They thrive without needing to move up the hierarchy. Others with potential may not shine in their current roles but flourish in stretch assignments. By distinguishing the two, organizations can match opportunity with capability and aspiration—ensuring better fit and higher engagement. 7. Managers Must Be Trained To Spot And Support Both Many managers instinctively reward loyalty or performance, but overlook developmental traits like resilience or systems thinking. Organizations must equip leaders to challenge their assumptions, understand a range of talent signals, and invest differently in different kinds of talent. When reviewing their talent, they need to be objective and expansive in their thinking with clear consistent frameworks for evaluation. The Benefits Of Evaluating Both Performance And Potential Performance and potential are both critical, but they serve different ends. Talent reviews and succession planning initiatives need to incorporate both. Recognizing the distinction allows organizations to reward and develop people more fairly and strategically. Organizations need to have a framework to outline and distinguish between performance and potential and there needs to be a common understanding and alignment on what each of these definitions means in practice. By training leaders to recognize how to evaluate and assess their people effectively, organizations get better talent outcomes. High performers sustain the present. High potentials secure the future. By aligning short-term rewards with achievement and long-term incentives with promise, organizations can retain critical talent, promote wisely, and build a more diverse, innovative and future-ready leadership bench.
