Developing Human Potential

“Ever since I was a child I have had this instinctive urge for expansion and growth. To me, the function and duty of a quality human being is the sincere and honest development of one’s potential.” – Bruce Lee

Perceptual Reality provides high-impact, outcomes-based coaching, consultancy, assessments and workshops to help your organisation develop its human potential.

Human potential

Simply put, developing human potential is about enabling people to attain high levels of achievement, satisfaction, creativity and fulfilment. Empirical evidence and significant research concludes that organisations that develop their employees, benefit from:

  • Increased productivity

  • Increased employee retention

  • Improved leadership development

  • Effective talent management and succession planning

  • A learning organisational culture

Strategic leadership development

A critical test of leadership at every level is the ability to map a strategic course and move your organisation along it. This is the key to your organisation’s survival, prosperity and growth. Equally vital is the ability to quickly alter course in response to or ahead of changing external factors including markets, technology and/or competition. The leadership challenges your organisation faces are unique. They are shaped by its current culture, people, environment, history, opportunities and objectives.

Research shows that organisations with the highest quality leaders are 13 times more likely to outperform their competition in key bottom line metrics such as financial performance, quality of products and services, employee engagement, and customer satisfaction. The difference between the impact of a top performing leader and an average leader, on their organisation, is at least 50 per cent.

We can work with you to meet the specific leadership needs of your organisation, including:

  • Defining leadership requirements

  • Developing leadership capability (including high-potentials)

  • Clarifying role expectations

Talent management/succession planning

We find the following CIPD definitions useful:

  • Talent managementthe needs to be Talent management – the systematic attraction, identification, development, engagement, retention and deployment of those individuals who are of particular value to an organization, either in view of their “high potential” for the future or because they are fulfilling business/operation-critical roles.
  • Succession planning the needs to be Succession planning is the process of identifying and developing potential future leaders or senior managers, as well as individuals to fill other business-critical positions, either in the short or the long-term.

In order to be successful, talent management and/or succession planning needs to be integrated into the values, culture, vision, mission and strategy of your organisation. It must be supported and embraced by senior leadership, operationalised at all levels and well communicated.

The risks of selecting the wrong individuals for talent management or succession programs are great for both the organisation and the people chosen, in terms of lost time, effort, credibility and money.

We can work with you to create a talent management and/or succession planning process that fullfils the needs of your organisation; something which is effective, simple to understand, operate, communicate and deliver.

Inclusive support

We also offer comprehensive support in the following areas:

  • Developing a coaching/mentoring culture

  • Coaching/mentoring programs

  • Accreditation (via the International Authority for Professional Coaching & Mentoring)

  • Learning and development strategy

  • Workplace counseling

We can work with you on bespoke projects or integrate our expertise and experience to support your in-house programs.

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