High Potential Identification and Development

Do you know who your high potentials are?  Do you know how to find them?  Better yet, once you find them, do you know how to develop them? 

Most people want to be considered “high potential."  Organizations seek them out.  They treat them differently.  Hi pos get to do more and different things.   But what exactly does it mean to be high potential? Does it mean smart? Yes. Ambitious? Yes. Strong performer? Sure. But there must be something more.

Our research shows that only a small percentage of people in even the best organizations have the right mix of experiences and competencies to take on bigger, more complex, loosely defined, first-time, zigzag assignments…and to be successful at them. Far more people are equipped to move vertically in organizations, taking on bigger roles in areas where they’ve established their technical expertise. So, how do you find the few among the many?

Look for your learners. When making calls on high potential leaders, the research suggests you should bet on people who are learning agile. These are people who learn lessons from every assignment or job. They are good with both people and data. They can take the heat of change. And, most important to your organization, they are more likely to be successful once promoted.  Over and over, they will deliver results in first-time, challenging situations. 

Once you’ve identified high potentials, your work has just begun.  You need to develop them.  You need to understand what kinds of experiences they need to prepare for complex future roles.  They require different jobs, breadth of experience, and a treatment plan that is all-encompassing. 

Whether you’re ready to validate your current identification of high potentials or you need to develop them, Lominger Consulting can provide you with the support you need to develop your talent. 

For more information, please contact Lominger Consulting at 952-345-3622 or email lomingerconsulting@consulting.com.

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