Developing high-potential employees, or HIPOs, is a strategic priority to build leadership bench strength and enable career progression. A HIPO is defined as an employee with strong potential and ability to succeed in more senior roles. HIPOs can realize their potential through challenging assignments, feedback, and experiential learning programs. The presentation discusses developing both senior and junior HIPOs through various external programs and a potential customized internal program. It also covers assessing HIPO candidates and planning HIPO development initiatives.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
In today’s economic environment, identifying and attracting high-potential employees can give employers an edge on their competition and set up their organizations for future success. This white paper:
Provides background on high-potential talent.
Offers steps HR and talent management professionals can take to establish an effective high-potential talent identification program.
Identifies the competencies leading organizations are seeking in high-potential talent.
Discusses other factors HR and talent management professionals should consider when identifying high-potential talent.
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Putting Succession Planning into Practice – Talent Assessment and DevelopmentThe HR Observer
The session will start with the complexities organisations face when it comes to succession planning. Who do we develop, why and how? We will talk through the use of performance data, adherence to values, engagement and other dimensions in the talent identification process ultimately debating 'Potential'. How do we measure potential? What does it mean? Once organisations have a 'long list' of candidate nominations, how and what do we assess; leadership behaviour, cognitive agility, learning agility and emotional intelligence. We will then close by making the link between the diagnostic development activities and L&D curriculum design.
Amanda White, Managing Director, Innovative HR Solutions
Chris Ryan, CEO, CRSystems
Modern Learning in Action, The Home DepotTerry Barber
Jimmy Parker, the Director of Leadership Experience, and Larry Mohl, Co-Founder and CEO of Jubi, Inc, a learning transfer platform, presented this case study at ATD 2017, Atlanta.
Succession Planning and the Development of Your High Potentials - Webinar 06....BizLibrary
There are two separate and distinct aspects to effective succession planning initiatives. The organizational or strategic perspective usually dominates the conversation, and that’s okay. It’s at this level organizations make investments, drive the type of senior leadership involvement and generate alignment with organizational objectives that are the hallmarks of great programs. In the final analysis, however, succession planning success hinges on whether or not organizations effectively develop and nurture their next generation of leaders. We typically see this aspect of success planning referred to as “high potential” development and it’s frequently just shortened to the term “HIPO.”
The two dominant challenges to HIPO development are:
Selection of participants
Building effective development plans
In this webinar we will discuss emerging thought leadership on both subjects and provide some practical suggestions for development your own high potential employees.
Managing and retaining talent is one of the biggest challenges facing management, particularly in terms of attracting and retaining the right people, building high performance teams, as well as dealing with the risks associated with compliance and employment regulation. Our webinar will consider these issues and strategies you can develop to manage them.
Building off of 10 years' experience, with over 400 Bay Area leaders graduating, we're re-introducing The Emerging Leaders Program as The Excellence in Leadership Program (ELP). Part of our new suite of curriculum for nonprofit professionals, ELP will strengthen leaders' confidence and capability, while equipping them to build a culture of inquiry and strategic focus within their organizations.
We are a boutique OD consultancy focusing on transformation of organizations and communities using behavioral skills knowledge.
Our interventions focuses on subjective and objective parts of the organization using one to one interaction methodologies, small group interventions and Large Group Intervention tools (LGI).
We have partnered with a large number of multinational organizations, as well as with public sector organizations in the past 13 years, in their learning and development, change and transformation and their growth journeys.
The Coach approach to leadership is catching on fast and is one of the most widely acclaimed tool for getting and keeping the team motivated, focused and productive.
"Project Management is the essential skills that is needed by any industry and organisation in this 21st Century no matter how big or small it is."
This is because the world is changing and transforming rapidly every day. As a resident of this world, we need to adopt and adapt the changes and demands into our life and organisation consistently. One of the top 3 skills that meets these rapidly changing demands is project management skills. Becoming the project management practitioner, you will be empowered and entrusted to help the organisation to align to its strategies and realising the vision.
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
Similar to High Potential Talent: One Firm's Approach to HIPO Development (20)
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India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
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HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
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This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
2. Development Of HIPOs is a Strategic Priority.
TO:
build strong leadership bench
enhance capability to deliver on future strategy
enable accelerated career progression of rising
talent (HI P0tentials)
HIPO Development
3. Who is a HIPO?: One Co’s DefinitionHIPO Development
Performing below target
in current job but has
potential for 2 levels or
higher advancement.
(May be new in position)
Performing or above
target in current job
but has potential for
2 levels or higher
advancement
Outstanding
performance way above
target for current job and
has potential for at least
2 levels or higher
advancement.
Performing below
target for current
job & potential for
advancement is
low.
Performing at or above
target for current job
but no potential for
advancement to
higher level.
Outstanding performance in
current job but no potential for
advancement to higher Level.
May be considered a Pro in
position or considered and
recognized either internally or
externally as a functional or
technical expert.
High
Long Term
Potential
Low
Current Performance HighLow
Our Target
High
Potentials
(HIPOs)
4. Who is a HIP0? CLC’s Definition
“A high potential employee is someone with the ability,
engagement, and aspiration to rise and succeed in more
senior and more critical positions” *
HIPO Development
Let’s remember that “performance alone
cannot predict an employee’s potential” *
* Corporate Leadership Council, 2005
5. How can HIPOs realize their full
potential?
Through on-the-job experiences
Through progressively challenging assignments
Through Senior Management feedback mechanisms
and
Through robust external experiential learning
HIPO Development
7. External Learning To Develop Senior HIPOs
High Potential Leadership
(Wharton School)
High Impact Leadership
(Columbia U)
Emerging Leader Program
(Columbia U)
Leadership Development Program
(Center For Creative Leadership)
Advanced Leadership Development
(Rutgers Center for Management Development)
Leadership Training for High Potentials
(NYU Stern’s)
The Voice Of Leadership
(American Management Association)
Leadership: Great leaders, Great teams, Great results
(FranklinCovey)
Situational Leadership II
(Ken Blanchard Companies)
The Leadership Advantage
(Dale Carnegie)
HIPOS
Senior HIPOS
Junior HIPOS
HIPO Development
8. Senior HIPOS Programs (1)
Program High Potential Leader
( The Wharton School)
High Impact
Leadership
(Columbia U)
Emerging
Leader
(Columbia U)
Leadership
Development
Program (CCL)
Length 6 days 6 days 6 days 5 days
Key
Features
Build the Leadership
foundation based on your own
strengths and values
Master strategic business
skills
Optimize potential and
accelerate career progression
Make strategic decisions;
lead change; motivate people
Design your results-driven
action plan
360 feedback
1-1 coaching
Leadership styles
Group dynamics
Managerial decision
making
Managing change &
organizational
performance
360 feedback
1-1 Consultation
Strategy
Formulation
Organizational
Behavior
Negotiations
Conflict
Management
Problem Solving
Self-awareness tools
and activities
Videotaped group
work
Coaching activity
Style assessment
Peer &faculty 1-
1feedback
Charting progress
and actions
Location Philadelphia, PA NYC NYC NC, CO, CA
Investmt. Tuition 11,500
Materials, Meals, Lodging and
Executive Coaching inclusive
Tuition 10,200
Materials, Meals, Lodging
inclusive
Tuition: 9,450
Materials, Meals,
Lodging inclusive
Tuition: 6,800
Materials Included
HIPO Development
9. Senior HIPOS Programs (2)
Program Advanced Leadership
Development
(Rutgers Center for
Management
Development)
Leadership
Training For HIPOS
(NYU)
The Voice Of
Leadership
(AMA)
Length 5 days 2 days 3 days
Key
Features
Emotional Intelligence
Management Styles
Conflict Resolution
Derail or Develop?
360 degree feedback
Critical Challenges
Milestones and Pitfalls:
Advice from an Executive
Coach
Leadership Models
Leadership and Authority
Building Effective Teams
Power , Politics,
Persuasion
Managing Change
Leadership
Communication
Inspiring action and
producing results
Influencing and inspiring
Setting direction
Coaching,
counseling, mentoring
Defusing tension
Location NJ NYC NYC & other locations
Investmt. Tuition 3,500
Materials Include
Tuition 2,500
Materials Included
Tuition 2, 445
Materials Included
HIPO Development
10. Senior HIPOS Programs (3)
Program Leadership: Great
leaders, great teams,
great results
(Franklin Covey)
Situational Leadership II
(The Ken Blanchard
Companies)
The Leadership
Advantage
(Dale Carnegie
Training)
Length 3 days 2 days 3 days
Key
Features
Ineffectiveness of old
school leadership
Building trust
Aligning systems that
drive success
Creating the team-
organization strategic link
The Leadership contract
Diagnosing Self and Team
Adaptive Communication
model
The Flexible Leader (goal
setting, coaching, problem
solving)
Accountability
Leader Action Profile
Creating a Vision
Strategy
Intelligent Risk-Taking
Influencing
Team Leadership
Empowering Others
Recognition
Performance Standards
& Accountability
Location NYC & other locations NYC & other locations Rest of ‘09 :CO, MI, ILL
Investmt. Tuition 1,895
Materials Included
Tuition 1, 895
Materials Included
Tuition 1,895
Materials Included
HIPO Development
11. External Learning To Develop Junior HIPOs
Improving Your Managerial Effectiveness
(AMA)
Moving from Operational
Manager to Strategic Thinker
(AMA)
Foundations Of Leadership
(CCL)
Leadership Training For Managers
(Dale Carnegie)
Disney’s Approach to Leadership
Excellence
(Disney Institute)
HIPOS
Senior HIPOS
Junior HIPOS
HIPO Development
12. Junior HIPOS Programs(1)
Program Foundations Of Leadership
(CCL)
Improving Your Managerial
Effectiveness
(AMA)
Moving from
Operational Manager
to Strategic Thinker
(AMA)
Duration 3 days 3 days 3 days
Key Features Multi-rater assessment
Influence (videotaped exercise)
Derailment
Navigating relationships;
conflict; interpersonal needs
One-on-one w/ coach
Peer feedback
Individual goal development
Behavioral Profile Matrix
Managing Teams
Moving from Boss To Coach
Transformational coaching
Managing Conflict
Managing Motivation and
Growth
Operational and Strategic
skills
Strategic thinking, SWOT
and operational reality
Encouraging Innovation
ID key strengths and
weaknesses of your work
group
Persuasion and
influencing
Location NC, CO, CA NYC (& other locations) NYC(& other locations)
Investment Tuition: 3,700
Materials Included
Tuition: 2,195
Materials Included
Tuition: 2,095
Materials Included
HIPO Development
13. Junior HIPOS Programs(2)
Program Disney’s Approach To Leadership
Excellence
(Disney Institute)
Leadership training For Managers
(Dale Carnegie)
Duration 4 days Meets 7 consecutive afternoons (i.e. every
Monday; 5:30-8:30pm)
Key Features Vision, Creativity and Communication
Leadership Values and Strategies
Change, Active Partnering and Team
Success
Implementing Change (personal and
organizational)
Commitment and Challenge to Make a
Dramatic Leap
Developing a Vision
Developing Strategy
Risk Taking
Influencing Skills
Gaining Cooperation
Leading a Team
Empowering Others
Performance Management
Location Various Disney Locations Locations Vary ( for ’09 only AZ)
Investment Tuition: 3,995
Materials Included
Tuition: 1,595
Materials Included
HIPO Development
14. Another Approach to Consider:
HIPO Development via a Company customized program*
Sunday
Welcome/Intros
Expectations
Monday
Leadership
Tuesday
Getting Your
people on the
bus
Wednesday
Focus and
Discipline
Thursday
Innovation and
Creativity
Self-Assessment
Debrief (sent as
assignment)
Co.-specific Business
Simulation
Engaging the
hearts and minds
of your staff
Creating a culture of
Discipline and
Delivery
Innovation and
Creativity workshop
On Becoming/Being a
Leader
Coaching for
Success
Lean Thinking
Simulation
(6 Sigma?)
Closing Activity
Team activity &
learning
Evening:
Challenge
Assignment
Facilitating intergroup
communication
Evening:
Strategy
Evening: Personal
Development
Planning
HIPO Development
* This is only a generic example; program content can be adjusted based on target HIPO Group
15. HIPO Development
Pros and Cons of External and Custom Approaches
EXTERNAL
PROS
Readily Available
Mingle and network outside
your industry
Proven Faculty/University
Resources
CONS
Can be costly
Some are out of town
Sometimes not with peers
INTERNAL/CUSTOM
PROS
Very Specific to JDRF
Be with own peers/colleagues
Could Save by using in-house
facility (although not recommended)
CONS
Limited exposure to outside peers
Can take long to develop
Must find proven faculty
16. PLANNING
(For discussion purposes)
HIPO Development
Assessment/Review
Acting On
Development
Actions
Organizational
Risk
Assessment
Communication
Does Exec. Team
agree with names on
current potential/
performance matrix?
Can each exec.
Make a valid business
case for each HiPO?
Are there departure
risks we need to act on
immediately
Do we know the
“Talent-Gaps” within the VP?
Do we understand
potential “derailment factors”?
Have we assessed the
critical business processes
that would be interrupted
if a position were left vacant?
Messaging to
HiPOS
(balancing
recognition, to
create excitement
and retention,
without over
promising)
Decide on best
way to position to
all (HIPOS &
Organization)
We have identified some
potential external programs;
Decide on most valuable
content for our HIPOS
What type of development
actions are we prepared to
support (Pre and Post
learning event? i.e. leadership
by example)
17. High Potential Candidate Criteria:1a
(1a,b,c+2)
1a. Exhibits exceptional career potential through:
• Demonstrated superior (best-in-class) leadership traits
• Enacted substantial improvements in area of responsibility.
• Demonstrated rapid learning and superior performance in new
assignments.
• Exercised initiative by acting on own to isolate and solve problems
without directions to do so.
• Self-imposed actions to learn more about positions other than his or
her own.
HIPO Development
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
18. High Potential Candidate Criteria:1b
(1a,b,c+2)
1b. Exhibits exceptional career potential through:
• Demonstrated desire to accomplish tasks ahead of his or her own
personal interests.
• Exhibited strong interpersonal skills.
• Demonstrated quality of mind and persistence to do root cause
analysis of complex situations.
• Demonstrated more than usual understanding in relating own position
and function to that of the total organization and its interaction with other
functions.
HIPO Development
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
19. 1c. Exhibits exceptional career potential through:
• Exhibited drive, initiative and assertiveness where required and
appropriate.
• Strong goal orientation and organizational commitment.
• Demonstrated openness to learning from new experience, AND
– Demonstrated ability to receive constructive feedback or coaching
with an openness to change AND
– Demonstrated ability to change own behavior in response to
feedback or coaching.
HIPO Development
High Potential Candidate Criteria:1c
(1a,b,c+2)
Rate each of the HIPO Candidate Criteria using the following scale:
0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration
Specific , observed examples from candidate’s work history:________________________________________________
________________________________________________________________________________________________
________________________________________________________________________________________________
20. High Potential Candidate Criteria : 2
(1a,b,c+2)
2. Must possess a performance appraisal rating of OUTSTANDING
for the past two years.
HIPO Development