How one pediatric health system is using recognition data to uncover leadership potential earlier.
Strong performance doesn’t always predict strong leadership. But for one large pediatric health system, traditional talent processes still relied heavily on performance, visibility, and leader judgment to determine who might be ready to lead.
When a shortage of ready candidates for critical frontline management roles exposed the limitations of that approach, the organization began rethinking how it identifies potential.
This emerging model brings recognition data together with performance metrics, engagement scores, and employees’ own growth interests to create a more complete view of leadership potential. By looking at signals such as cross-functional recognition, the health system can begin to see who is already building trust, creating connection, and influencing work beyond the boundaries of their role.
Read the customer story to discover:
- Why past performance alone can leave leadership potential hidden
- How the health system is widening access to leadership opportunities
- How recognition patterns can reveal influence across teams and functions
- Why combining recognition with other workforce data can create a more forward-looking view of potential
This customer story is excerpted from Mercer’s The Leadership Crisis You’re Already In: Why You Can’t Hire Your Way Out, But You Can Build The Leaders You Need, published in collaboration with Workhuman.
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