How do you build a high potential program?

How do you build a high potential program?

How to Create a Sustainable High Potential Development Program

1. Plan for the future.
2. Determine the ‘high potential’ criteria for your organization.
3. Make the criteria measurable.
4. Integrate the process in succession planning.
5. Train your leaders on the process.
6. Rotational Assignments.
7. External Coaching.
8. Action Learning.

What is a high potential program?

A high potential program is a structured program designed to find talented employees who have high potential for growth. Organizations design these programs to develop leaders for the future of their organization. Chosen employees are those who go above and beyond to innovate and improve company processes.

How do you retain high potential employees?

Talent-Management Strategies for Retaining High-Performing Employees

1. Pair Them With Effective Mentors.
2. Give Them High-Visibility Assignments.
3. Openly Communicate With Them.
4. Invest in Their Learning and Development.
5. Measure Progress Quarterly.
6. Retaining High-Performing Employees Starts With Recruitment.

What are the keys of a high potential program?

3 Keys to Building a Successful High Potential Program

• Selecting the right people.
• Developing people.
• Establishing accountability for all (e.g., participant, manager(s), and organization)

How do you identify high potentials?

How to Identify High Potential Employees

1. Talented in their job role.
2. Keen to pursue leadership opportunities.
3. On board with company culture.
4. Empathetic and emotionally intelligent.
5. Calm under pressure.
6. Collaborative workers who perform well in groups.
7. Able to use their initiative and work autonomously.

What do high potentials need?

In a study by Harvard Business Review, the experts identified three general markers of high potential: ability, social skills and drive. Ability: The potential for performing in a leadership role at an executive level requires strategic thinking and the ability to adapt an organisation for the long-term future.

What high potentials really want in a HiPo program?

Upgrading HiPo programs for greater success requires an increased focus on six areas that are critically important to meet the unique needs and preferences of high potentials.

• Career-Path Mapping.
• High-Impact Challenges.
• Unlimited Access to Self-Paced Learning Tools.
• Rich Performance Feedback.

What is the difference between high potential and high performance?

While both want more challenge, high-potentials place high value on greater authority, responsibility for others, status and, of course, more money. It’s important that they see themselves as moving up the ladder. High-performers, on the other hand, will seek more challenge within their area of expertise.

How do you determine high potential?

How can you tell a high performer?

Here are a few traits that top performers have in common:

1. Quality as job one. Top performers consider quality a priority over simply getting things done.
2. Skills development.
3. Fearless decision-making.
4. Desire for input.
5. Self-direction.
6. Cool under pressure.
7. Good people skills.

How do you manage a high performer?

How to manage high performers

1. Stress flexibility, not micromanagement.
2. Give consistent, constructive feedback.
3. Give them what they need to succeed.
4. Tell them how they can contribute and benefit.
5. Provide opportunities for personal and professional growth.
6. Group your top performers with like-minded employees.

What science says about identifying high potential?

An employee’s potential sets the upper limits of his or her development range — the more potential they have, the quicker and cheaper it is to develop them. Scientific studies have long suggested that investing in the right people will maximize organizations’ returns.

What is the high potential leadership program?

This program empowers high potential leaders to overcome the increasingly complex challenges that emerge as they take on greater leadership roles.

Who are the high potentials in your organization?

While high potentials are the recipients of increased opportunities and investment, they are also talent de- velopers in the organization. Many (84%) are actively identifying and developing potential in others. They have insight and experience that is needed for developing the next layer of high potentials, as well as the larger talent pool.

How to promote high potentials’ development?

Formally Identified HiPo Informally Identified HiPo View from the Pipe: Promote Cascading Development The organization’s investment in a high potential’s development shouldn’t stop with that individual. Make it clear to high potentials that “moving up” means developing others.

Can companies manage high potentials from end to end?

Companies such as GE, Unilever, PepsiCo, and Shell have long been known for their careful attention to talent management. But those companies are not the norm. As far as we know, no one has yet studied the process of managing high potentials from end to end.