Talent Identification and Development

A survey of more than 4,700 executives conducted by The Boston Consulting Group and World Federation of Personnel Management Associations showed that executives consider talent management as the most important human resource challenge. Ways on how companies can address these issues are also presented.

A significant issue facing R&D managers today is maintaining a stimulating technology organization staffed with appropriately skilled individuals who share the vision of the corporation and constitute talented and effective teams. At the 2008 Industrial Research Institute Member Summit, Ernest R. Gilmont of the University of Pennsylvania and Robert Cook of Clorox co-chaired a discussion focused on identifying current issues related to how R&D organizations are responding to their human resources challenges to ensure viability of their R&D workforce. The case studies that follow are adapted from presentations by panelists from W. L. Gore, Roche Diagnostics and The Hershey Company.

This study is part of an ongoing, funded project, which seeks to develop workable criteria for the identification of talented pupils in physical education. Using interviews with teachers and qualitative data analysis, it focuses on the experiences of practitioners in the secondary phase of schooling in one English city. The study found a considerable degree of commonality in teachers' experiences,

Purpose: Today, in many developed countries, talent management throughout is the long-term process, under the supervision of expert executive managers and coaches, has been done and is an important concept in football. Therefore, in many developed countries, talented people can come to talent programs and received trained continuously to become professional players. Method: In this study, based on German's football talent management program, and procedure informed by Sandelowski and Barroso's qualitative meta-synthesis. Results: The suggested model has three sections: 1- hardware system, 2- software system, and 3- many subsystems that are collaborating in an executive context. Achievements of this program are not just the detection of talented young players at an early age, but rather a long-term process that is a high-level management program, which, for full success, requires collaboration between many organizations such as the government, football association, footballlea...

The CARE Curriculum in Physical Education and Sport is a holistic model of learning which encompasses Cognitive, Active, Relational and Emotional domains of development. Across the sixteen chapters, PE teachers and Coaches are guided through the inner workings of the CARE Curriculum: its theoretical and practical applications for learning. Interactive reflection is encouraged throughout the book, with constructive lesson examples and user-friendly methods of recording progress are provided. Equipped with new ideas for planning learning activities, the reader is encouraged to shape their own ideas into a personalised plan of education that is informed by the CARE Curriculum concept.

Introduction: The CARE Curriculum is an educational system that operates using physical activities and challenges to develop all an individual’s learning domains – that is the Cognitive, Active, Relational and Emotional areas of learning. Its focus is on supporting everyone, whether children or adults to become well rounded, good people, with transferable life skills that can be used in any future sporting, education or employment area. The CARE ethos is best summed up as being a way to help people with their ‘thinking’, ’doing’, ‘sharing’ and ‘feeling’ skills. 

Available at:
https://www.amazon.co.uk/CARE-Curriculum-Physical-Education-Sport/dp/0995574464/ref=sr_1_2?keywords=The+CARE+Curriculum&qid=1639005947&sr=8-2

В статье рассмотрены исследования теоретиков разных поколений (Ф. Гальтон, Ч. Ломброзо, М. Нордау, В. Эфроимсон, М. Арнаудов, А. Адлер, З. Фрейд, Р. Дилтс), которые отражают наиболее интересные взгляды на проблему гениальности. Также сделан анализ представленных работ в контексте классификации теорий гениальности, предложенных такими теоретиками, как И. Сироткина, В. Эфроимсон, Е. Онищенко, Л. Левчук, А. Слепцова, О. Ромах, А. Шумилин и А. Анастази.

Talent Liberation is a value adding people management philosophy. It is a new form of experiential learning, based on the natural order of things and offering great potential for impact and added value for organisations - be they corporate, public or non-for-profit - and a high return on investment. Instead of trying to fix weaknesses it focuses on capitalising on strengths.

It is a process of recognising, valuing, developing and using the unique talents of all existing employees in the delivery of the organisation’s objectives. This enhances their sense of job-fulfilment, increases the added value they contribute and strengthens the comparative advantage of the organisation as a whole. At the same time it reduces attrition, staff turnover and absenteeism, as well as staff frustration, disgruntlement and that vague but undermining incidence of passive “resistance”.

The Talent Liberation process consists of eight intuitive, logical steps, which also include leadership development, team building and change management. Talent Liberation ties in with Talent Management as a top priority for organisations worldwide, both allowing the organisation to make much more from its existing work force (this against the context of the current worldwide financial crunch and economic crisis), and to become an employer of choice by adopting an enlightened culture of talent.

Purpose: Today, in many developed countries, talent management throughout is the long-term process, under the supervision of expert executive managers and coaches, has been done and is an important concept in football. Therefore, in many developed countries, talented people can come to talent programs and received trained continuously to become professional players. Method: In this study, based on German's football talent management program, and procedure informed by Sandelowski and Barroso's qualitative meta-synthesis. Results: The suggested model has three sections: 1-hardware system, 2-software system, and 3-many subsystems that are collaborating in an executive context. Achievements of this program are not just the detection of talented young players at an early age, but rather a long-term process that is a high-level management program, which, for full success, requires collaboration between many organizations such as the government, football association, football leagu...

Speech analysis is still a challenging area in recognition, classification and retrieval and it is one of the most interesting fields in Digital Signal Processing. Many researches already done on it that is based on different scientific programs and materials tools and that produce an analysis that start from speech production, processing, coding and recognition, Chester, F.J .Taylor and M.Doyle were the first to find out analysis of speech recognition [1]. In this research, identification of gender females and males speech recognition will take speech samples of the word, "Close", were used to build a system in Neural Network and Fuzzy Logic to recognize the male and female speech voice and compared between two systems, which are part of a class of universal approximations of continuous functions. The system of the fuzzy logic was developed based on three features of the speaker voice that are power spectrum of the signal ,energy value of the signal and vowel sound "O" in the word "close" in the speech samples to increase its ability in recognizing an individual speaker also system security can differentiate for intruders by making decision based on the recognition to the speech of a one person and giving a voice acceptance authority to that person and make an access denied to others to prevent accessing the system, using samples of one person against others female's and male's samples.

The British Army must identify its future generals from its officer cadets and retain them for their 35 year career.  There is no written contract and the psychological contract differs considerably as they progress through the ranks with different jobs and remuneration.

The PhD will identify how officer talent is managed in current policy, which will be cross-referenced against practice and personnel data (academic, psychometric and military testing) to segment the talent at each rank before surveying how each segment views their psychological contract.  The analysis will propose a targeted talent and retention model based on psychological contract.

Environmental factors have been considered as critical to successful talent development in sports. The entire backgrounds of development including the home, school, community and the organizational culture in sport should provide consistent and coherent support for the developing champions if the goal of effective talent development is to be realised. This study explored the nature of talent development environment in Nigerian in order to uncover the barriers, opportunities and facilitators of effective talent development in the country. Eight successful national athletes were interviewed. Inductive analysis revealed the barriers (e.g. family barriers, finance, facilities, lack of regular competitions, issues with injury/rehabilitation), opportunities (e.g. luck, school sport, early senior participation) and facilitators of development (e.g. hard work, peer influence, coach-athlete relationship). It was suggested that the barriers be mitigated by encouraging the relevant parties (e.g. parents, governments) to promote an enabling environment for talent development in sport. Recommendation was made for further studies.

Kwame Anthony Appiah (London, 1954) is one of the most renowned philosophers of contemporary thought. His work in the field of ethics and moral reach diverse subjects as sexual orientation, nationalism, social discrimination on ethnic or religious reasons and responsibility of governments and international organizations in development and poverty eradication.

In china, Football was not a major part of Chinese sport culture but today, as the popularity of football is growing in China, youth are actively involving in football. Hence, then need for additional for coaches after qualified football. Although challenges they face, Beginners coaches continue to be engaged in coaching. Therefore, this study was needed to analyze the problems encountered by football beginners' coaches in Shanghai City of China. A quantitative approach was adopted for this study. Ninth six including 77 males and 19 females' footballs coaches completed a 34-item questionnaire on the perceived hindrances to coaching. The average of age is 30 years old. The results of this study showed that Coaching conflicts with family commitments, Low salary, Lack of opportunities for promotion coaching, interferes with social life; Difficulties with parents/spectators are major barriers to their coaching. Based on these findings, the study recommends that the Government in collaboration with Chinese Football Association (CFA)and Shanghai Football Association (SFA), the local Association, should fix adequate strategies to solve these problems that are encountered by beginners 'coaches.

Every organization all around the globe wants talented people to work in their organization and goes on talent hunt spree by conducting plethora of methods in order to select the suitable candidate for the suitable job. These methods include interviews, group discussion, aptitude etc. Here, HR plays a critical role in finding a diamond out of the coal. Among all this, HR functions Talent Acquisition has much importance and play a major role in proper functioning of the organization. Due to rise in the outbreak of pandemic COVID-19, things have turned tables. Methods that are used to perform by the HR department in the organization are not same anymore. Various hurdles have been created on the path of organizations which somewhere has created a major hindrance in order to achieve their goals. This paper intends to observe and find out the roots of these obstacles that have been on the way in the life of Human Resource Department and ways that could decrease the pandemic's effectiveness while performing job.

A chapter in an edited book addressing the question "Why study HR?" which describes a personal journey and research investigation which provides a critique of contemporary approaches to talent management and suggests a quicker, less disruptive, more cost-effective and generally more beneficial route to building high performance organisations to back up a call for study and investigation into what is potentially useful as opposed to intellectually interesting.

Purpose: Today, in many developed countries, talent management throughout is the long-term process, under the supervision of expert executive managers and coaches, has been done and is an important concept in football. Therefore, in many developed countries, talented people can come to talent programs and received trained continuously to become professional players.
Method: In this study, based on German's football talent management program, and procedure informed by Sandelowski and Barroso's qualitative meta-synthesis.
Results: The suggested model has three sections: 1-hardware system, 2-software system, and 3-many subsystems that are collaborating in an executive context. Achievements of this program are not just the detection of talented young players at an early age, but rather a long-term process that is a high-level management program, which, for full success, requires collaboration between many organizations such as the government, football association, football leagues, clubs, academies, education schools, football schools, coaches, and players.
Conclusions: According to results, the growing process of this cycle and its periodic revision show the brilliant future of the German football community in gaining championship and promoting the national identity of Germany over the years. We hope that by studying this system we can introduce it to the researchers and officials in developing countries, who are interested in furthering a developmental view of football.

The MacArthur Fellows Program would be more effective in supporting creatives if it simply stopped giving fellowships to people with secure jobs at elite institutions; they don’t need help in order to function. This paper elaborates that argument; considers three fellows gifted in the first year; examines the problems involved in evaluating talent; and evaluates three elite schools. It concludes by looking at the careers of three certified geniuses: Louis Armstrong, John von Neumann, and Richard Feynman.

Version 7 has updates on the classes of 2014,  2015, 2016, and 2018.

Traditional conceptions of talent generally emphasise the construction of threshold values and the development of relatively unitary abilities, and this approach still dominates talent development programmes for elite sport. Most researchers on high ability, however, now favour domain-specific, multidimensional conceptions of ability that stress the development of behavioural potential and its interaction with personal and environmental characteristics. This paper presents a model of talent in physical education, drawing together findings from a wide range of literature on the realisation and inhibition of abilities, international studies of effective school-based identification and provision strategies, and a conception of the subject as an integration and realisation of different forms of ability. In presenting this model, the authors aim to redress the imbalance within the current debate from an almost total concern with out-of-school clubs and the preparation for adult elite sport, in favour of a more equitable and inclusive approach, premised upon the unique importance of mainstream, curricular physical education within any talent development scheme.

From Vedic times plants have been used as a source of medicine in ayurveda. In the preparation of ayurvedic medicine, identification of correct plant is the most important step, which have been done manually. Due to demand of mass production, Identification of these plants automatically using image processing is important. In this paper we have been implement a technique for medicinal plant identification using random forest algorithm, an ensemble supervise machine learning algorithm based on colour, texture and geometrical features.

The early identification of talented individuals has become increasingly important across many performance domains. Current talent identification (TI) schemes in sport typically select on the basis of discrete, unidimensional measures at unstable periods in the athlete’s development. In this article, the concept of talent is revised as a complex, dynamical system in which future behaviors emerge from an interaction of key performance determinants such as psychological behaviors, motor abilities, and physical characteristics. Key nonlinear dynamics concepts are related to TI approaches such as sensitivity to initial conditions, transitions, and exponential behavioral distributions. It is concluded that many TI models place an overemphasis on early identification rather than the development of potentially talented performers. A generic model of talent identification and development is proposed that addresses these issues and provides direction for future research.

A könyv négy fejezetének szerzője, illetve társzerzőjeként a tehetség azonosításának egy lehetséges elméleti modelljéről írunk. Részletesen kitérünk a gyermekek megismerésének különféle módszereire, eljárásaira, és az esetleírás, a pedagógiai jellemzés készítésére.
A komplex tehetséggondozó programok hatásvizsgálatáról szóló fejezet szakmai iránymutatást nyújt a komplex tehetséggondozó programok hatékonyságvizsgálatának tervezéséhez, lebonyolításához és értékeléséhez.
A tanácsadásról szóló fejezet olyan ismereteket nyújt, melyek révén a tehetséggondozó pedagógusok az aktuális problémahelyzetek kezelésében tudják segíteni tanítványaikat, azok szüleit vagy a tehetséggondozásba bevont olyan pedagógus kollégáikat, akik a tehetséggondozás területén még nem képzettek. A fejezet kitér az egyéni tanácsadás feladataira és a csoportos beszélgetések, foglalkozások vezetésére egyaránt.
A tehetségfejlesztő szakemberek szerepeiről szóló fejezet a komplex tehetséggondozó programokban részt vevő szakemberek szerepeinek differenciálására és
feladatainak leírására törekszünk. Vázolja a tehetségbarát társadalom jellemzőit, bemutatja a
tehetséggondozás intézményrendszerét, a tehetségsegítő szakemberek (pedagógusok, pszichológusok, fejlesztőpedagógusok, mentorok, tutorok, tanácsadók, szponzorok) szerepeit és kompetenciáit a tehetséggondozásban. Bemutatja az interprofesszionális együttműködések jelentőségét és
az esetmegbeszélés szerepét a tehetség kibontakoztatásában.

Early intervention is essential in the development of intellectual, emotional, social, oral, and spiritual development of gifted and talented children (Bloom, 1985). In order to provide these children with beneficent early intervention so as to help these children realize their potential, it is critical that their giftedness and talents be identified as early as possible. Such an early identification is a pivotal issue amongst other pertinent issues in educating the gifted and talented. Early and timely intervention is likely to offer young gifted children more opportunities towards fulfilling their perceived potential. This paper begins by reflecting on the current literature pertinent to identification of gifted and talented children. The paper continues by examining and comparing two most used means for assessing and identifying gifted children, screening procedures and nominations. Students’ general abilities tests and academic and non-academic performances are discussed in the screening section, whilst teacher, parent, peer and self nominations are addressed in the nomination section. The paper concludes by highlighting the implications of employing various tools appropriately for identifying gifted and talented children at an early age in Hong Kong.

The popular notion of creativity in schools is that of the creative art student or the creative writer, yet creativity can be utilised as a particular way of thinking with regards to producing information and learning at school which can be applicable across curriculum areas. Many traits and characteristics of gifted students overlap those of creative students as identified in the literature. This paper includes examples of techniques teachers can employ in developing creativity within their classroom, with a particular focus on visual arts using The Dynamic Creativity Process Model. This model is designed to be used across the curriculum as a holistic approach to enhancing creative and the artistic potential of gifted students. The model supports student learning using divergent and convergent thinking and encourages higher-order thinking, integration, intuition and evaluation.
http://www.talented.org.au/enhancing-creativity-for-gifted-and-talented-students-a-visual-arts-classroom/

Despite evident differences between approaches to talent development, many share a set of common characteristics
and presumptions. We call this the Standard Model of Talent Development (SMTD). This model is
articulated and the relevant literature drawn out to highlight the model’s strengths and weaknesses. The SMTD
has been enormously influential, in terms of both policy documentation and practice, and it retains an obvious
common sense appeal. However, we will argue that not only is its attractiveness illusionary and inconsistent to
the emerging evidence base from research, but it is also undesirable from a variety of perspectives and desired
outcomes. In short, we suggest that the most common system for identifying talent is unsubstantiated from
both a process and an outcome perspective.

U radu se izlažu terminološke odrednice darovitosti, talenta i kreativnosti. Takođe se razmatra
problem nedovoljnog podsticanja darovitog pojedinca u predškolskoj ustanovi i školi. U našim uslovima
se dešava da pojedinaci sa ovim osobina odlaze iz zemlje i svoje potencijale ostvaruju u nekoj
ekonomski razvijenoj državi. Darovita deca ne budu uvek identifikovana u svom prirodnom okruženju.
Zbog neadekvatnog pristupa vaspitača i nastavnika ovoj deci navedene osobine mogu da predstavljaju
otežavajuću okolnost u socijalnim kontaktima. Kvalitetni planovi i programi podsticanja i podrške
darovih bi omogućili da ova deca od najranijeg uzrasta svoje potencijale artikulišu u pozitivnom
razvojnom pravcu. Takođe bi validni testovi pomogli u identifikaciji muzički talentovane dece.

Sejak lahir seorang anak sudah di anugerahi bakat yang istimewa oleh yang maha kuasa, namun terkadang bakat ini tidak mampu untuk berkembang sebagaimana mestinya karena ktidakpahaman orang tua atau bahkan fasilitas pendukung yang tidak diberikan secara optimal untuk mendukung segala potensi yang dimiliki seorang anak. Padahal banyak para ahli mengatakan bahwa masa kanak-kanak adalah masa emas di mana segala potensi seorang anak bias terlihat dan harus dikembangkan secara optimal. Pada dasarnya setiap anak memiliki hak dan kesempatan untuk mengembangkan potensinya. Sedangkan potensi itu sendiri ialah kemampuan pada seorang individu yang belum nampak. Potensi sangat penting karena dengan potensi seseorang dapat mengembangkan dirinya, tidak hanya mengandalkan kemampuan yang sudah dimiliki saat ini. Selain itu potensi juga dapat menjadi pembeda antara individu yang satu dengan individu yang lain. Oleh karena itu perlu adanya pengembangan yang tepat pada setiap potensi yang dimiliki oleh individu tersebut. Untuk dapat mengembangkan potensi tentu membutuhkan stimulan-stimulan. Pakar pendidikan mengatakan bahwa setiap anak dilahirkan jenius. Demikian pula sebaliknya, bakat atau talenta itu akan tinggal diam, layaknya harta karun yang tidak pernah ditemukan, bahkan mungkin tidak pernahdisadari jika tidak dieksplorasi dengan sengaja dan kemudian dipupuk. Orang yang bertanggung jawab untuk eksplorasi bakat anak dan pengembangannya adalah Orang tua, karena orangtualah yang punya kesempatan dan posisi paling strategis dalam penemuan bakat sedini mungkin, kemudian juga mengembangkannya hingga mencapai potensi tertinggi.

More and more evidence proves that among the specially gifted, atypical cerebral structure is more the rule than the exception. It is not only the highly intelligent who display a special cerebral structure; many of the great creators, irrespective of their level of intelligence, show an atypical cerebral structure, which is usually associated with some kind of dysfunction.
A special cognitive structure, persistent and obsessive practice, commitment and a lack of social skills are all phenomena often mentioned in connection with people of outstanding giftedness. In most cases, these arise as a result of a cerebral structure that differs significantly from the usual. The provision of the gifted should consider the exceptionalities as possible ways to talent development.

Hablar de salud, implica más que pensar en bienestar físico; hoy tiene que ver también con el bienestar social y mental de las personas. Uno de los nuevos paradigmas que en la psicología ha propuesto una nueva forma de estudiar las experiencias humanas, se denomina psicología positiva. Este nuevo enfoque, propone como idea central, considerar
otra mirada de la psicología, que se centre, no sólo en la preocupación por reparar las peores cosas de la vida de las personas, sino también en construir cualidades positivas. A través de este nuevo paradigma, se busca entender las emociones positivas, incrementar las fortalezas y las virtudes, promover el potencial humano y la búsqueda de la excelencia.

Using the modified Delphi method, we aimed to understand the attributes youth coaches and recruiters perceive as important when identifying skilled youth performance at the entry level of representative soccer in Australia (i.e., Under 13 years). Furthermore, we also aimed to describe the current methods youth coaches and recruiters use to assess and identify these attributes in youth players. Australian regional youth technical directors and coaches (n = 20) completed a three stage process, including an initial interview and two subsequent questionnaires, whereby attributes and qualities associated with talent identification were rated and justified according to the importance for youth player performance and talent identification. Results indicate a hierarchy of attributes recruiters perceive as important for Under 13 soccer performance, including technical (i.e., first touch, striking the ball, one-versus one ability, and technical ability under pressure), tactical (i.e., decision-making ability) and psychological attributes (i.e., coachability and positive attitude). In addition, the findings indicated attributes and qualities not emphasised within the talent identification process including, physiological, anthropometrical, sociological and several psychological attributes. It is suggested talent recruiters apply a holistic multidisciplinary approach to talent identification , with the current findings potentially providing initial evidence to suggest recruiters do consider numerous attributes when selecting and identifying youth players.

Knowledge Resources and SABPP conducted an extensive survey among HR Executives to determine the trends, needs and best practices for Talent Management within organisations.

The Talent Management Survey 2012/3 is more comprehensive than before. The report also highlights shifts and trends compared to the previous Talent Management Survey conducted in 2010.

The challenge is to provide the right talent at the right time in order for organisations to be sustainable and grow. It is against this background that the talent management survey was conducted.

It is envisioned that this report will provide insight into the talent management practices that organisations use; offer benchmarks and best practices from which organisations can learn; and in doing so enable organisations to develop and utilise the talent to its highest potential. As individuals grow and develop, companies become more competitive and sustainable. Governmental organisations will become more productive and should then thrive in the field of service delivery.

Talent Management Survey 2012/3 Report findings:

Talent management strategies
Alignment of talent strategy
Talent management opportunities and activities, also the efficiency thereof
Evaluation of talent management practices
Retention strategies
Present and future talent management challenges

Talented workforce is a main key to survive in challenging surroundings and quickly volatile business circumstances. This paper examines the fostering effect of talent management on organizational intelligence at food companies in Jordan through a quantitative approach. Both reliability and validity of measurement scale are evaluated. The paper demonstrates that talent management acts as a significant antecedent to organizational intelligence. Findings confirm the importance of enjoying talented employees and recommend practitioners and executives to develop and retain their talent pool through a strategic human resource management system in order to better capitalize on intellectual capital and drive it towards realizing the organizational missions.

Global challenges and changing trends in corporate expect incessantly upgrading skill set among aspiring and existing workforce.  Organizations expect passionate candidates for talent acquisition, but in reality budding engineering students utterly fail in several aspects to raise to the expectations of recruiters.  Globalization and technological up gradation demand impeccable performance  among aspirants. Recruiting process expects skilled workforce as per projects or business needs are is a burning challenge for talent acquisition team. Fresh and budding appointments recruited with a basic skill set can be empowered by training to execute their job more effectively; and create prospective and productive environment in and around the organisation.
The accentuation on fulfilling corporate needs academicians, student community, and corporate organisations and recruiters are enforced to refine the system they follow while training, attracting, empowering, and motivating the aspiring and existing workforce. A sophisticated method for attracting and sustaining empowered workforce encompassed in research by considering the supply and demand of employees in organisations. Thus, the much sought after employability skills deficiency among budding engineering graduates in changing workforce and business surroundings has been precisely evaluated in current trends and aptly compared to the imminent intricacies of global trends.

Purpose: This study examined the role of the German governing body in the country's talent identification and development programs.
Methodology: This study is based on the German football talent management program and procedure informed by Sandelowski and Barroso's qualitative meta-synthesis.
Findings: Governing bodies' supervisory and cooperative roles and reviewing and redefining processes are other issues that can be considered in this direction. Creating a national determination, providing financial resources, and developing knowledge, managerial and technical skills are undeniable necessities in sports development.
Originality: By studying the documents and articles published by the Germans between 2000 and 2021, we were able to identify the details of relationships, processes, and roles. These experiences are valuable for societies seeking to develop talent programs in their sports.

Musikalische Tests werden in der Pedagogischen Forschung und Zusammenhangsforschung zahlreich eingesetzt. Nach E. Gordon sollte man musikalische "Attitude Tests" auch im Musikunterricht einsetzten um Schüler:innen besser einschätzen zu können und besser im Lernprozess begleiten zu können. Ob es sinvoll ist die Schüler:innen zu testen bleibt in diesem Kontext unerheblich. Interessant ist es aber, wonach Musikalität in solchen Tests festegestellt wird. So kann man dieses Wissen im Instrumentalunterricht einsetzen um die Musikalität der eigenen Schüler:innen zu fördern. In den verschiedenen musikalischen Tests werden immer die selben Fertigkeiten (Tongedächtnis und Tonvorstellung, Tonhöhenunterschiedsempfindlichkeit , Rhythmus und Rhythmusvorstellung, Melodievergleich, Intensität, Akkordanalyse, Harmonie, Stilvergleich) untersucht. Das lernen dieser Fertigkeiten sollte man also Schüler:innen im Instrumentalunterricht vermitteln. Der Pädagoge Anselm Ernst spricht von "Lernfelder", die man im Instrumentalunterricht immer miteinbeziehen müsste um nicht nur die Fertigkeiten der Schüler:innen zu fördern, sondern auch um die Musikalität der Schüler:innen zu entfalten.

Five studies examined the relationship between talent and team performance. Two survey studies found that people believe there is a linear and nearly monotonic relationship between talent and performance: Participants expected that more talent improves performance and that this relationship never turns negative. However, building off research on status conflicts, we predicted that talent facilitates performance—but only up to a point, after which the benefits of more talent decrease and eventually become detrimental as intrateam coordination suffers. We also predicted that the level of task interdependence is a key determinant of when more talent is detrimental rather than beneficial. Three archival studies revealed that the too-much-talent effect emerged when team members were interdependent (football and basketball) but not independent (baseball). Our basketball analysis also established the mediating role of team coordination. When teams need to come together, more talent can tear them apart.

We identified the perceptual–cognitive skills and player history variables that differentiate players selected or not selected into an elite youth football (i.e. soccer) programme in Australia. A sample of elite youth male football players (n = 127) completed an adapted participation history questionnaire and video-based assessments of perceptual–cognitive skills. Following data collection, 22 of these players were offered a full-time scholarship for enrolment at an elite player residential programme. Participants selected for the scholarship programme recorded superior performance on the combined perceptual–cognitive skills tests compared to the non-selected group. There were no significant between group differences on the player history variables. Stepwise discriminant function analysis identified four predictor variables that resulted in the best categorization of selected and non-selected players (i.e. recent match-play performance, region, number of other sports participated, combined perceptual–cognitive performance). The effectiveness of the discriminant function is reflected by 93.7% of players being correctly classified, with the four variables accounting for 57.6% of the variance. Our discriminating model for selection may provide a greater understanding of the factors that influence elite youth talent selection and identification.