Performance Potential - the hidden aspects

An organization consists of a group of professionals and executives whose
collective effort contribute to the productivity and welfare of the company.
The company sets a standard / objective potential in the professional and
hires him. This becomes the IDEAL POTENTIAL.
Even with effective interview and cross checking his academic achievement,
previous job experience, attestations and recommendations, the company
does not know his REAL POTENTIAL. It could be more (when the
company is not taking advantage of it), or less (company hired an inadequate
staff).
How much of this real potential is being used by the executive in
discharging his duties is his USED POTENTIAL.
This is what the company is getting out of him. This could be far less.
Most of the professionals have tendency to think too much of themselves
when they are actually not, OR think less of their capability when actually
they are more capable. This is IMAGINED POTENTIAL.
Why evaluate these skills in a professional / executive?
A professional / executive is hired to perform certain job effectively and in
time, with minimal wastage of efforts and to maximize productivity.
This achievement is possible only with his total involvement in the job.
Self-awareness by evaluation of such professional involvement goes a long
way in identification of tasks and setting up of goal and changes in his
behavior.
Only then he can perform with less stress, less time and less effort.