(a) A key aspect of Gagne's (2004) 'Differentiated Model for Giftedness and Talents' is the distinction between giftedness and talents, along with the importance of environmental factors in nurturing these attributes. Gagne emphasizes that giftedness pertains to an individual's high potential capabilities, which may be intellectual, creative, artistic, or leadership qualities, while talents are the actualized performance or manifestation of these capacities through training, mentoring, and experience. He also points out that environmental aspects, including social and cultural influences, significantly contribute to the development of these gifts into recognized talents.
(b) This aspect of Gagne's model influences the appointment of female CEOs in several ways. It highlights the importance of not only recognizing the inherent capabilities women possess but also the need for supportive environments that nurture and develop these qualities into tangible leadership talents. Companies that prioritize diversity and inclusion create an atmosphere where women can thrive, receive mentorship, and gain the necessary experience to advance to CEO positions. Furthermore, as organizations increasingly acknowledge the value of varied perspectives brought by female leaders, they may actively seek out women who demonstrate both the potential (giftedness) and the capability (talents) to lead effectively. This shift reflects a broader understanding that diverse leadership can enhance organizational performance and innovation, showcasing the relevance of Gagne's model in promoting gender equity in executive roles.