Develop an Impactful High-Potential Program
A high-potential program is greater than the sum of its parts.
Onsite Workshop
Without a formalized high-potential program:
- High-potential employees are misidentified, and development frameworks are misguided.
- Valuable employees will not have sufficient development opportunities, risking higher turnover rates.
The full benefits of a high-potential program will only be realized with a purposefully designed framework.
- High-potential employees will be selected according to the organization’s unique definition of potential and purposefully selected assessments.
- Development opportunities will be specific to the needs of the organization and the high-potential selected.
Module 1: Define High-Potential
The Purpose
- Collect organizational information to inform hi-po definitions and participant outcomes.
- Determine the appropriate level of transparency for the organization.
- Define program goals and metrics.
Key Benefits Achieved
- A unique hi-po definition.
- Participant outcomes that fulfill the needs of the organization.
- Needs analysis and program constraints defined.
- Program goals and metrics.
| Activities: | Outputs: | |
|---|---|---|
| 1.1 | Review organizational information and program constraints |
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| 1.2 | Define hi-po and participant outcomes |
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| 1.3 | Determine level of transparency |
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| 1.4 | Set program goals and metrics |
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Module 2: Determine Scope of Assessments
The Purpose
- Outline selection into the hi-po program, including the scope of selection assessments, the amount of hi-potentials selected, and the cadence of selection.
- Outline development in the hi-po program by determine the scope of development assessments.
Key Benefits Achieved
- Selection into the hi-po program is defined.
- The scope of development assessments is set.
| Activities: | Outputs: | |
|---|---|---|
| 2.1 | Determine scope of selection assessments |
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| 2.2 | Define how many hi-po employees will be selected |
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| 2.3 | Outline cadence for selection |
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| 2.4 | Determine scope of development assessments |
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| 2.5 | Review key criteria to evaluate assessments |
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Module 3: Select Assessments
The Purpose
- Choose the selection assessments and determine the baseline thresholds for the assessments.
- Select assessments for development.
Key Benefits Achieved
- Selection and development assessments are chosen.
- Baseline thresholds for selection assessments are determined.
| Activities: | Outputs: | |
|---|---|---|
| 3.1 | Select assessment(s) for selection |
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| 3.2 | Determine baseline threshold for selection assessments |
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| 3.3 | Select assessment(s) for development |
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| 3.4 | Adjust program constraints |
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Module 4: Determine the Structure of the Program
The Purpose
- Review program format options and select the most appropriate one for the organization.
- Determine amount of time dedicated to development and the program duration.
- Build a development framework that achieves the needs of the hi-po program.
Key Benefits Achieved
- Program format is established.
- Time dedicated to development and the program duration is set.
- Development framework is built according to the needs of your organization.
| Activities: | Outputs: | |
|---|---|---|
| 4.1 | Select program format |
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| 4.2 | Outline time dedicated to development and program duration |
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| 4.3 | Outline the development framework for hi-pos |
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| 4.4 | Define next steps for hi-pos after program concludes |
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Module 5: Roll Out
The Purpose
- Review HR programs and any adjustments that must be made to incorporate the hi-po program.
- Assess the different roll out options to determine the best approach.
- Determine an action and communication plan.
Key Benefits Achieved
- HR programs are examined to determine any adjustments that need to be made because of the hi-po program.
- Rollout method is selected and action and communication plans are set.
| Activities: | Outputs: | |
|---|---|---|
| 5.1 | Identify HR program integration points |
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| 5.2 | Decide on program rollout |
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| 5.3 | Develop action and communication plan |
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