Talent 2020 Webinar Will Your High Potentials Stick Around

Copyright © 2015 Talent Plus® | Lincoln, Nebraska
Talent 2020 Webinar Series
“Will Your High Potentials Stick Around?
A Succession Planning Roadmap You Can Use”
November 17, 2015

Welcome! Thank you for joining us for our webinar:
“Will Your High Potentials Stick Around?
A Succession Planning Roadmap You Can Use”
We will begin at 12:00 PM CST
While you wait…check out our newest program, Leadership Plus, a year‐long, dynamic
development experience for directors and senior leaders
http://forms.talentplus.com/leadershipplus

Private and Confidential
All materials constituting this presentation (the “Materials”) are confidential and proprietary property solely owned
and copyrighted by Talent Plus ®, Inc. (“Talent Plus”). The Materials are intended for use only by the individual or
entity that receives the Materials directly from Talent Plus (the “Recipient”) and such individuals associated with the
Recipient on a “need to know” basis. The Materials shall not be copied, modified or otherwise reproduced by
Recipient without the express written permission of Talent Plus.

Meet Our Presenters
Libby Farmen, M.S.
Chief Consulting Officer
Dr. Brett Wells, Ph.D.
Chief Research Officer
Kim Shirk
Writer / Senior
Branding Member

Talent 2020 Webinar Series
“Will Your High Potentials Stick Around? A Succession Planning Roadmap You Can Use”

Registration Question
12%
45%
43%
0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50%
I don't know
No
Yes
“Does your organization currently have a
talent‐based succession plan in place?”
Percent Responded

Succession Program Quality
Source: Deloitte 2015 Global Human Capital Trends

Challenges of Succession Planning
31%
of hiring managers
over‐rely on their own
judgement when hiring
40%
of new hires are
entertaining other
employment options
18%
of HR professionals rate
bench strength as high
33%
of leadership hires
are hiring failures
Image source: http://shug‐stepsoffaith.blogspot.com/2011/07/warningchallenges‐ahead.html

Gone Tomorrow

Developing High Potentials
Photo: MoneySupermarket.comSource: http://orgsynergy.com/services/

Photo: MoneySupermarket.com
Live Poll
Why do people in your organization get promoted?

Potential
Photo: MoneySupermarket.com Source: http://networkingtimes.com/blog/index.php/2015/07/12/the‐seed‐of‐potential/

Assessing & Identifying Potential
+ Psychometrically validated tools
+ Reliable
+ Valid
+ Fair
+ Tools to help you evaluate
+ U.S. Department of Labor,
Employment and Training
Administration (2000). Testing and
assessment: An employer’s guide to
good practices. Retrieved from
http://www.onetcenter.org/guides.ht
ml#empTestAsse

Assessing & Identifying Potential
+ Tools to help you evaluate (cont.)
+ American Educational Research
Association, American Psychological
Association, and National Council for
Measurement in Education. (2014).
Standards for educational and
psychological testing. Washington, DC:
American Educational Research
Association.
+ Society for Industrial and Organizational
Psychology (2003). Principles for the
validation and use of personnel selection
procedures (4th ed.). Bowling Green, OH:
Author.
+ Uniform Guidelines on Employee Selection
Procedures, 28 C.F.R. § 5.14 (1978).

Cost of Turnover
90
80
70
55
50
Success Rate for
External Hires
Success Rate for
Internal Promotions
10
15

The Case for Internal Development
+ Hits: Promoting from
within is successful
40‐45% more often
+ Misses: Promoting
from within results in
40‐55% fewer hiring
mistakes
+ How much does a
mistake cost? Do the
math!
Source: Global Leadership Forecast 2014/2015
55 50
10
20
30
40
50
60
70
80
90
Top 20 Median
Global Median
Internal Promotion Success Rate
External Hire Success Rate

Housekeeper to CFO
  

What’s So Cool About Aptitude Testing?

Assess Your Talent

4‐D Model

The Annual Performance Review

Brands Who’s Axed Performance Reviews

Career Investment Discussions
1. Do you have particular talents, skills and/or knowledge skills you
would like to see positioned and effectively utilized?
2. As you see your role, what are the key ways I can support your
success and maximize your impact?
3. What % of the time are you doing things at work that you enjoy?

Observational Screener (Performance)
1. Are they actively involved and committed to continuous
improvement projects?
2. Are they willing to work above and beyond to get the job done?
More hours?
3. Can they motivate others to follow their direction and leadership?

Who Are Your Culture Drivers?

Observational Screener (Engagement)
1. Do they talk about the company’s mission and why we do
business?
2. Do they put in the hours required to get the job done?
3. Are they positive when others with whom they work are
negative?

Roadmap
Assess your
talent
population
Plot the data
Identify your
HiPos
Create
development
pathways
Keep it a
priority and
track success

In Review
+ Base it on science
+ Track and measure
+ Focus on the individual, team and organizational levels

Questions to Consider
1. How strong is your Talent Bench?
2. Are you developing leaders who don’t manage people?
3. Do you create opportunities for peer mentoring, etc.?
4. Is your succession plan sustainable/successful?
5. Are you identifying and developing HiPos?

Thank You for Joining!
+ Connect with us online.
+ www.talentplus.com
+ LinkedIn, Facebook,
Twitter, YouTube
+ Have questions? Call us.
+ 1.800.VARSITY
+ Email your Talent Plus
contact or
info@talentplus.com

SAVE THE DATE
Leadership Toolbox – Feb. 17th www.talentplus.com/leadershiptoolbox
Leadership Plus Series – March 2016 www.talentplus.com/leadershipplus

Companies are Known by the People They Keep®

Talent 2020 Webinar Will Your High Potentials Stick Around

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