Why the bell curve is wrong for measuring talent - unless the goal is for average

Many organisations still use bell curves for performance assessments! This drives leaders to push high performers to average. This is a real demotivator for talent. If leaders are managing talent, there should not be that many lower performers. Unless your organisation is really average!

Let's kill the bell curve for performance assessment!

Instead of the bell curve, organisations should be aiming for the high-performance talent curve. A high number of high performers and a low number of low performers. The talent philosophy goal is to support everyone to become high-performing.