If you're a learning leader tasked with building an internal talent pipeline, follow these tips to identify and develop high-potential talent.
Tag: high-potential talent
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In terms of leadership development and culture sustainability (for good or bad), the selection of HiPo employees is probably the most important decision you’ll make as a leader. These employees are the people who you’ve identified as the next leaders.
How can you honor your company’s need to get the most from each person but not segregate your team into artificial and demeaning categories, such as HiPo and LoPo?
Give top performers the most playing time and the most attention, and they’ll deliver the greatest results. Take care of your star players, and they will take care of you.
There's no question, the downside of a good economy is that it's ridiculously hard to retain your best talent. So how do you build a sticky culture that inspires your best talent to stick around?
In theory, performance management is the perfect alignment of people and skill sets with the company’s strategic direction. It usually starts with big ideas about what the company wants to accomplish in the upcoming fiscal year, then cascades down.
Before a management training program is even started, there should be clarity on what the overarching company mission is and the strategy to get there. Is having a management training or HiPo program (tactic) consistent with the strategy?
While there are many interrelated factors contributing to the well-known gender leadership gap, it’s clear equalizing leadership training is an important step.
Leadership training programs often target learners based on their leadership level. This focus enables customization, so leaders learn what they need to know in order to be successful at their current level and/or to advance to the next level.
Potential is not a destination. It is a strategy. In physics, potential energy is energy that is stored in an object relative to its position to something else.