Develop a High-Potential Program
Potential exists at all levels of your organization – use a transparent process to develop it.
RETIRED CONTENT
Please note that the content on this page is retired. This content is not maintained and may contain information or links that are out of date.Without a high-potential development program, organizations risk:
- Skills shortages and leadership gaps
- Top talent leaving the organization for more development-focused opportunities
Implementing a high-potential development program will lead to:
- Retention of top talent and competitive advantage
- Employees building skill sets to aid in future leadership roles
Book Your Workshop
Workshops are a great way to accelerate your project. Our highly skilled facilitators take you through key phases of your project and ensure your team has the guidance needed to complete your project successfully.
Module 1: Define the Framework of Your High-Potential (HiPo) Program
The Purpose
- Understand what high potential means to your organization and set goals for the program.
Key Benefits Achieved
- The objectives of the program are set and communicated to all who are participating in implementation.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Determine your high-potential program goals |
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| 1.2 | Define what high potential means in your organization |
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Module 2: Identify HiPos, Communicate to Your Organization, and Establish Development Competencies
The Purpose
- Set competencies for the program.
- Use 9-Box assessment to understand where potential lies as opposed to performance.
Key Benefits Achieved
- Organizational competencies are defined.
- 9-Box assessment is completed and discussed among management.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Prepare to use the 9-Box method and practice manager calibration |
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| 2.2 | Determine your organization’s high-potential competencies |
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Module 3: Determine Effective Development Activities, Plan for Implementation, and Manage the Program
The Purpose
- Prepare methods to aid in HiPo employee development.
- Brainstorm reward initiatives for employees in the program.
Key Benefits Achieved
- Development roadblock and hurdles are realized; solutions are presented.
- Reward and recognition tools are created.
- Methods to aid development are determined.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Determine effective development initiatives |
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| 3.2 | Review coaching methods and how to effectively use the High-Potential Individual Development Plan Worksheet |
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| 3.3 | Address and mitigate high-potential employee fear |
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| 3.4 | Recognize and reward high-potential employees |
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