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1 © 2014 SHL, a part of CEB. All rights reserved.
WHAT MAKES
A HIGH-POTENTIAL?
Quite possibly not what you think
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 © 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 © 2014 SHL, a part of CEB. All rights reserved.
Very high
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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 2014 SHL, a part of CEB. All rights reserved.
ASSESSING CANDIDATES BY
ASPIRATION, ABILITY AND
ENGAGEMENT
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 © 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.singapore@shl.com
Download your free eBook:
The HR Guide to Identifying High-
Potentials
Download Free eBook

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What Makes A High Potential? (Singapore)

  • 1. 1 © 2014 SHL, a part of CEB. All rights reserved. WHAT MAKES A HIGH-POTENTIAL? Quite possibly not what you think
  • 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 © 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 © 2014 SHL, a part of CEB. All rights reserved. Very high
  • 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 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 © 2014 SHL, a part of CEB. All rights reserved. ASSESSING CANDIDATES BY ASPIRATION, ABILITY AND ENGAGEMENT
  • 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 © 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.singapore@shl.com Download your free eBook: The HR Guide to Identifying High- Potentials Download Free eBook