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How to Identify and Build High Potential Performers

Duration: 1 Day
Course Price: $450

As the “war for talent” heats up, companies need to pay closer attention to how they develop key individuals in their organizations. High-potential employees (HiPos) are scarce in most organizations, and misidentifying them can have costly repercussions. In this interactive, tool-based course, you will learn systematic ways to identify and develop the next generation of leaders.

Class Length: Full Day

Outline

  • What is a High-Potential Performer? (2 hr session)
    • Differentiate Performance from Potential
    • Understand the Characteristics of High Potential (Leadership Promise, Personal Development Orientation, and Balancing Values and Results)
    • Use Current Research to Define what “High Potential” Means in Your Organization
    • Create an Action Plan
  • Build a Successful High-Potential Program (2 hr session)
    • Identify High-Potential Employees with Efficiency and Accuracy
    • Assess Employee Potential and Readiness to Excel
    • Learn How to Hold Employees Accountable for Achievements
    • Build an Employee-Development Plan
    • Create a Mini Action Plan
  • Foster a Talent-Management Culture (2 hr session)
    • Define a Culture of Development
    • Learn Common Traits of Companies with Strong Talent-Development Cultures
    • Deploy a GAP Analysis to Expose the Disparity Between Where the Talent Is and Where it Needs to Be
    • Understand the Relationship Between HiPo and Succession Planning and Management (SPM)
    • Understand Succession Planning and Leader Cultivation
    • Create a Mini Action Plan

 

Target Audience

This course is appropriate for hiring managers, professionals in human resources, learning and development specialists, and any manager who wants to understand how to identify and develop HiPos. 

As the “war for talent” heats up, companies need to pay closer attention to how they develop key individuals in their organizations. High-potential employees (HiPos) are scarce in most organizations, and misidentifying them can have costly repercussions. In this interactive, tool-based course, you will learn systematic ways to identify and develop the next generation of leaders.

Class Length: Full Day

Outline

  • What is a High-Potential Performer? (2 hr session)
    • Differentiate Performance from Potential
    • Understand the Characteristics of High Potential (Leadership Promise, Personal Development Orientation, and Balancing Values and Results)
    • Use Current Research to Define what “High Potential” Means in Your Organization
    • Create an Action Plan
  • Build a Successful High-Potential Program (2 hr session)
    • Identify High-Potential Employees with Efficiency and Accuracy
    • Assess Employee Potential and Readiness to Excel
    • Learn How to Hold Employees Accountable for Achievements
    • Build an Employee-Development Plan
    • Create a Mini Action Plan
  • Foster a Talent-Management Culture (2 hr session)
    • Define a Culture of Development
    • Learn Common Traits of Companies with Strong Talent-Development Cultures
    • Deploy a GAP Analysis to Expose the Disparity Between Where the Talent Is and Where it Needs to Be
    • Understand the Relationship Between HiPo and Succession Planning and Management (SPM)
    • Understand Succession Planning and Leader Cultivation
    • Create a Mini Action Plan

 

Target Audience

This course is appropriate for hiring managers, professionals in human resources, learning and development specialists, and any manager who wants to understand how to identify and develop HiPos. 

What is a High Potential Performer?

  • Differentiate performance from potential
  • Understand characteristics of high potentials (leadership promise, personal development orientation and balance of values and results)
  • Use current research to define what “high potential” means in your organization
  • Action Plan

Build a Successful High Potential Program

  • Identify high potentials with efficiency and accuracy
  • Assess employee potential and readiness to excel
  • How to hold employees’ accountable for achievement
  • Build an employee development plan
  • Mini-Action Plan

Foster a Talent Management Culture

  • Define a culture of development
  • Learn common traits of companies with strong talent development cultures
  • Deploy a GAP analysis to expose the disparity between what the talent is and where it needs to be
  • Understand the relationship between HIPO and succession planning and management (SPM)
  • Succession Planning and Leader Cultivation
  • Mini-Action Plan
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