What Makes A High-Potential?

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High-potential employees are the future leaders of your organisation and twice as valuable as other employees. Based on a decade of research and analysis from 6.6m staff assessments, "The HR Guide to Identifying High-Potentials" is a comprehensive look at everything you need to know to help your HiPo programme succeed.

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What Makes A High-Potential?

  1. 1. 1 © 2014 SHL, a part of CEB. All rights reserved. WHAT MAKES A HIGH-POTENTIAL? Quite possibly not what you think
  2. 2. 2 © 2014 SHL, a part of CEB. All rights reserved. The stakes are high DID YOU KNOW HIGH- POTENTIALS ARE TWICE AS VALUABLE TO YOUR ORGANIZATION? THEY SHOULD BE.
  3. 3. 3 © 2014 SHL, a part of CEB. All rights reserved. The stakes are high HiPos ARE 2XMORE VALUABLE THAN OTHER STAFF DID YOU KNOW HIGH- POTENTIALS ARE TWICE AS VALUABLE TO YOUR ORGANIZATION? THEY SHOULD BE. THEY ARE YOUR LEADERS OF THE FUTURE
  4. 4. 4 © 2014 SHL, a part of CEB. All rights reserved. Very high
  5. 5. 5 © 2014 SHL, a part of CEB. All rights reserved. Very high 2X REVENUE AND PROFIT GROWTH FOR ORGNIZATIONS WITH A STRONGER LEADERSHIP STRENGTH However…
  6. 6. 6 © 2014 SHL, a part of CEB. All rights reserved. 1 IN 7 ONLY THIS IS THE UNCOMFORTABLE TRUTH ABOUT MOST HiPos… HIGH PERFORMERS ARE HIGH-POTENTIALS The uncomfortable truth about most HiPos
  7. 7. 7 © 2014 SHL, a part of CEB. All rights reserved. The uncomfortable truth about most HiPos 46%OF LEADERS FAIL TO MEET THEIR BUSINESS OBJECTIVES IN A NEW ROLE
  8. 8. 8 © 2014 SHL, a part of CEB. All rights reserved. The uncomfortable truth about most HiPos 46%OF LEADERS FAIL TO MEET THEIR BUSINESS OBJECTIVES IN A NEW ROLE 55%WILL DROP OUT OF THE HiPo PROGRAM WITHIN 5 YEARS
  9. 9. 9 © 2014 SHL, a part of CEB. All rights reserved. 5 6 HR is dissatisfied and lacks confidence OUT OF HR PROFESSIONALS ARE DISSATISFIED WITH THEIR HiPo PROGRAMS
  10. 10. 10 © 2014 SHL, a part of CEB. All rights reserved. HR is dissatisfied and lacks confidence HR PROFESSIONALS ARE DISSATISFIED WITH THEIR HiPo PROGRAMS 50% OF HR PROFESSIONALS LACK CONFIDENCE IN THEIR HiPo PROGRAM 5 6OUT OF
  11. 11. 11 © 2014 SHL, a part of CEB. All rights reserved. Issues you’ll uncover 1 2 3 4 5 6 HR and Line of Business is unconvinced Dissatisfaction withthe quality of people People don’t make itthrough the program Alack of candidate motivation Failure to meet business objectives Criteria for selection issimply subjective
  12. 12. 12 © 2014 SHL, a part of CEB. All rights reserved. Choosing HiPos can be hard MEET 7 HIGH PERFORMERS How do you choose the high-potential from this line up?
  13. 13. 13 © 2014 SHL, a part of CEB. All rights reserved. Choosing HiPos can be hard FINDING IT HARD? YOU WONT DO IT RELIABLY WITHOUT A STRUCTURED, ASSESSMENT-BASED AND DATA-DRIVEN ANALYTICAL VIEW MEET 7 HIGH PERFORMERS How do you choose the high-potential from this line up?
  14. 14. 14 © 2014 SHL, a part of CEB. All rights reserved. Assumption is no longer good enough! 46% OF ORGANIZATIONS DON’T HAVE A SYSTEMATIC PROCESS FOR IDETIFYING HiPos
  15. 15. 15 © 2014 SHL, a part of CEB. All rights reserved. Assumption is no longer good enough! 1 IN 3 ORGANIZATIONS USE HARD ASSESSMENT DATA TO IDENTIFY HiPos ONLY 46% OF ORGANIZATIONS DON’T HAVE A SYSTEMATIC PROCESS FOR IDETIFYING HiPos
  16. 16. 16 © 2014 SHL, a part of CEB. All rights reserved. HiPo identification: There is a way – the CEB way 1 2 A decade of experience Analysis of our talent analytics database of 6.6 million people globally
  17. 17. 17 © 2014 SHL, a part of CEB. All rights reserved. Meet the new definition of high-potential 10 YEARS OF DATA SHOWS THERE IS A WAY TO CHOOSE THE RIGHT HiPo A HiPo employee is a proven high performer with three distinguishing attributes that allow them to rise to and succeed in more senior, critical positions: 1 2 3 ASPIRATION To rise to senior roles To be more effective in more responsible and senior roles To commit to the organization and remain in challenging roles ABILITY ENGAGEMENT
  18. 18. 18 © 2014 SHL, a part of CEB. All rights reserved. which serves to identify 3 key risks to your HiPo program: The risk that candidates will fail to achieve a senior position1 2 3 The risk of diluting your benchstrength through people leaving and going to the competition The risk you don’t produce the quality of employee who will be effective in a more senior role …
  19. 19. 19 © 2014 SHL, a part of CEB. All rights reserved. ASSESSING CANDIDATES BY ASPIRATION, ABILITY AND ENGAGEMENT
  20. 20. 20 © 2014 SHL, a part of CEB. All rights reserved. Meet the real High-Potential MEET THE REAL HiPo This candidate has the right combination of aspiration, engagement and ability. She matches the clear description of attributes required for a HiPo to become an effective manager and future leader.
  21. 21. 21 © 2014 SHL, a part of CEB. All rights reserved. Want to know more? Feel free to get in touch anytime. www.ceb.shl.com | info@shl.com Download your free eBook: The HR Guide to Identifying High- Potentials Download Free eBook

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