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
  • Organizational information and the current state of inclusion are reviewed
1.2 Define hi-po and participant outcomes
  • Hi-po definition and participant outcomes are created
1.3 Determine level of transparency
  • Level of transparency for the program is selected
1.4 Set program goals and metrics
  • Goals and metrics for the hi-po program are set

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
  • Scope of selection assessments is set
2.2 Define how many hi-po employees will be selected
  • Number/percentage of hi-po employees are determined
2.3 Outline cadence for selection
  • Cadence of selection is established
2.4 Determine scope of development assessments
  • Scope of development assessments is set
2.5 Review key criteria to evaluate assessments
  • Key criteria is reviewed to evaluate assessments

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
  • Selection assessments are chosen
3.2 Determine baseline threshold for selection assessments
  • Baseline threshold for selection assessments is set
3.3 Select assessment(s) for development
  • Development assessments are selected
3.4 Adjust program constraints
  • Program constraints are adjusted according to the assessments selected, if necessary

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
  • Program format is outlined
4.2 Outline time dedicated to development and program duration
  • Time dedicated to development and program duration are determined
4.3 Outline the development framework for hi-pos
  • Development framework for hi-po employees is selected
4.4 Define next steps for hi-pos after program concludes
  • Next steps for hi-po employees after the program are defined

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
  • A plan to integrate the hi-po program into other HR programs is defined
5.2 Decide on program rollout
  • Program rollout method is determined
5.3 Develop action and communication plan
  • Action and communication plan

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