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What are the keys of a high potential program?

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)

What do high potentials want?

High-potential employees, above all, are keen to grow and learn, expand their skills and have new experiences.

What do you do with a HiPo?


  • Align to All Four Talent Management Activities.
  • Plan to Mix Your Talent Globally.
  • Anticipate Business Needs by Engaging HiPos in Your Strategies & Plans.
  • Remember that Your HiPos Are Organizational Assets.
  • Pair Your Leadership Development Programs with HiPo Managers.

How do you create 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 high potentials really want in a HiPo program?

HiPos want access to an organization’s movers and shakers. They want to hear from them directly and also get a chance to share their perspectives. Robust HiPo programs need to schedule regular meetings for high potentials to interact with the company’s top executives.

What are HiPo programs?

High-potential (or HiPo) programs and initiatives commonly focus on incubating talent that has the potential to succeed in leadership positions. HiPo programs are increasing in popularity; after all, between 50 and 70 percent of organizations feel they are impacted by a shortage of qualified leaders.

Are HiPo programs good?

Gartner’s research shows that 73% of HiPo programs don’t yield any ROI because the talented leave no matter how much was spent on them. Ominously, Gallup research indicates that turnover among highly talented employees who are not engaged is on par with turnover rates among less talented, disengaged employees.

What is high potential?

“High potentials consistently and significantly outperform their peer groups in a variety of settings and circumstances. While achieving these superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner.

How do you engage high potential employees?

6 tips to better engage high-potentials

  1. Stimulate. Emerging leaders need stimulating work, recognition, and the chance to grow.
  2. Test. Explicitly test candidates for ability, engagement, and aspiration to make sure they’re able to handle the tougher roles as their careers progress.
  3. Manage.
  4. Challenge.
  5. Recognize.
  6. Engage.

What is HiPo program?

How do you measure high potential?

One of the best ways to assess employees for high potential is through the use of personality profiling assessments. These are used by employers to help identify individuals with the character traits needed for a particular job role and determine whether they are likely to excel within that role.

How do you motivate a high potential employee?

Here are 5 most effective tactics for motivating high performing employees:

  1. Tactic #1: Engage them. A high performing employee’s greatest enemy is boredom.
  2. Tactic #2: Help them improve. High performing employees are driven; they want goals.
  3. Tactic #3: Give them independence.
  4. Tactic #4: Inspire them.
  5. Tactic #5: Involve them.

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.

Why is it important to challenge high potentials?

That means it’s important for development activities to test their knowledge, provide them with more diverse learning experiences, and demand greater levels of strategic thinking. Here are four ways to challenge high potentials. High potentials need challenges to sustain their enthusiasm.

What is the high potential coaching option?

This feedback option pairs each high potential with a trained, experienced coach (internal or external) for a series of one-on-one sessions. The impact of this highly personalized coaching on eager, driven professionals cannot be overstated.

Is your organization confusing high performance with high potential?

In fact, many organizations confuse high performance with high potential. A lack of clarity around the hi-po definition leads to the wrong people being identified and development being targeted inappropriately. This misguided framework results in organizations investing in the wrong employees in ineffective ways.