Plan a suitable development path and effective growth experiences that will stretch your high potentials.

1. 2
View Point
ViewPoint I Reward in a downturn
High potential
employees
your organization’s treasured asset
Nothing stays the same–ever–and your current leaders
won’t be around forever. So who are the people who will
lead your organization in the future? Having identified
them, how do you develop and retain them? Which critical
activities will provide the right experience for the fastest Plan a suitable development path
growth and development? and effective growth experiences that
will stretch your high potentials
Identify, develop and retain
With a track record going back more than 60 years, Hay Group helps High calibre
organizations develop their pipeline of future leaders. Using proven
breakthrough methodologies, Hay Group ensures that high potential individuals
employees are identified, developed and retained to the benefit of both
the organization and the individual. At the same time, ignoring, or poorly need nurturing
managing your high potentials can cripple your ability to executive your
business strategy: if they are to
he best companies for managing high potential talent consistently
n t
achieve their
outperform peers in return on share price
full potential.
n the top 20 per cent of the world’s most admired companies spend
significantly more time identifying and managing their high potentials
n n
ext generation leaders (Millennials, Gen Y’s) want more challenge and
growth opportunities and will go to the organizations that provide it
– they will stick around as long they are getting continuous development.
©2012 Hay Group. All rights reserved

2. 2 ViewPoint I High potential employees
Screening for high potential
Even best-of-breed organizations sometimes confuse excellent performance with exceptional leadership potential.
Yet in the same way that the best n understand other people These characteristics are less easy
sales people do not always make the to acquire, and, as a result, are an
n are eager to learn
best sales managers, the best team excellent indicator of potential and
leaders are not necessarily the best n xhibit emotional resilience
e of considerable value in many senior
organizational leaders. in the face of a challenge leadership positions. People with these
characteristics think about the big
Hay Group research identifies four n ave a strategic perspective about
h
strategic questions, stretch themselves
growth characteristics of high potential their own work in relation to others
to work at the edge of their capabilities
individuals. They: and to the organization
and bring out the best in others.
Growing your high potentials
High calibre individuals need nurturing if they are to achieve their full potential.
Choosing appropriate growth path and effective growth experiences
experiences while mitigating the risks that will stretch your high potentials and M
anagers too are
of moving people too quickly or into in accelerate their career trajectory. critical to successful
appropriate roles is both an art and a skill.
We don’t stop there. Managers too high potential
Hay Group addresses the strategy first. are critical to successful high potential
We determine the specific demands development. Hay Group works with development
and capabilities for the current and you to develop strong line management
future critical roles that will drive your support, providing the tools, training
business strategy. Only then can you and coaching skills that will push high
confidently plan a suitable development potential employees further, faster.
The continuous don’t provide them, someone else will. n job analysis and development planning
Hay Group provides organizations with tools using Hay Group’s exclusive role
learning culture
the input they need to create effective profile model that we have used to
To maintain the momentum of growth, retention strategies and to identify identify leaders for more than 50 years
Hay Group provides diagnostics to assess those people who may be at most risk
n o
nline leadership tools including
the conditions to sustain a culture of of leaving.
leadership styles, organizational climate,
continuous learning and consulting
support to close identified gaps. This
Reach maximum potential motives and values assessments and
with Hay Group personality feedback
includes addressing self-managed
learning, knowledge sharing capabilities, Hay Group works with organizations
n online and classroom-based
innovation, experimentation and the all over the world and in all sectors leadership courses
provision of stretching job experiences. to identify, retain and develop those n customized leadership development
individuals with the highest potential programs to help people succeed in
Retaining high for future leadership. We deploy: their current roles
potential people n creening tools such as our own
s n organizational diagnostics including
The best people are ambitious people, ‘growth factors index’ and ‘talent a Learning Culture Inventory and
always seeking new challenges. If you benchmarking audit’ customized employee surveys.
For more information: www.atrium.haygroup.com
©2012 Hay Group. All rights reserved