1. You need to screen a lot of people before finding someone with talent.
2. Few candidates have the insight to accurately assess their own level of talent.
3. People who progress through the show are personable, self-aware, technically competent, and highly motivated.

Maybe there are a few lessons that can be learned from American Idol that can be applied to your organization’s talent management process:

• Do you have a Simon Cowell who will speak bluntly when assessing candidates even if it goes against the grain? This can be invaluable in avoiding group think about candidates who have a lot of “form” but little “function”.
• Is there a Ryan Seacrest who keeps the succession planning process moving smoothly and gets thing done?
• Is there a diversity of perspectives among the judges so that talent does not slip through the net?

Could this be a case of art imitating organizational life?