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Develop an Impactful High-Potential Program

A high-potential program is greater than the sum of its parts.

  • The lack of a clear definition leads to difficulties in effectively assessing for high potential and risks unfair access to development opportunities.
  • Organizations fail to leverage different training methods, leading to the ineffective development of hi-po employees.
  • Furthermore, organizations miss the opportunity to use hi-po programs to support the growth of key talent.

Executive Summary

Critical Insight

  • The success of a hi-po program is based on the whole, not one individual part – they all work together to create the program.
  • Purposefully design a hi-po program that consistently identifies and develops the right people, helping achieve their aspirations and organizational goals from start to finish.

Impact & Result

  • Develop a formalized program that realizes the full benefits of high-potential employees.
  • Ensure the program delivers its purpose by defining high-potential as it relates to the organization, identifying assessment methods that successfully assess for that definition, creating a development framework that helps hi-po employees achieve their potential, and regularly evaluating and iterating the program to align with the needs of the organization.

Research & Tools

2. Select assessment methods

Review and select development and selection assessment methods.

3. Outline high-potential development

Select program format, outline timelines, development framework and define next steps for hi-pos.

4. Plan to support and implement the program

Align hi-po program with other HR programs, communicate the program, and implement.

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