The document discusses DDI's webinar on testing for high potential. It outlines DDI's experience in assessments and client satisfaction. It then discusses forces affecting one company, including an aging workforce and culture change. The rest of the document provides details on DDI's three-part approach to identify and develop high potential talent: 1) determine capacity needs, 2) identify high potential employees, and 3) assess gaps and develop employees. Various charts and examples are provided to illustrate DDI's methods.

1. Part III: Testing for
High Potential
May , 2010
DDI Canada Webinar Series
1 © Development Dimensions Int’l, Inc.

2. About DDI
40 Yrs of Experience,
Service and Innovation
Highly Accurate
Assessments
Legal Challenges
Treats Candidates as
Customers
IT Expertise
Alignment of HR Initiatives
Client Satisfaction
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3. What’s Forces are at Play?
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4. Top Strategic Actions to Address
Forces
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5. Solution Seems Clear…But
Challenging
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6. Three Keys to Manage the Process
Determining Capacity Needs
Identify High Potential Talent
Identify High Potential Talent
Assess Gaps and Develop
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7. Canadian Alcoholic Beverage
Retailer
Aging Workforce
Bilingual Geographically Dispersed
In Store Experience
Culture Change
Point of Sale Technology
Customer Initiative
Store Manager Retirement
Generation Gap
Leadership Bench
Category Management
New Store Openings
7 © Development Dimensions Int’l, Inc.

8. Planning for Capacity Needs
• Eligibility AND Likelihood
for retirement
• Growth: New store
openings
• Long term strategy
needs
• Forecast based on
market conditions
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9. Performance-Potential-Readiness
Definition How it’s measured
How one is performing
Performance Performance Management
now in current role
Inventory of potential
One’s likelihood
Potential +
of leadership growth
management integration
Role-specific assessment
One’s fit with a specific methods such as interviews,
Readiness
role, job or job family simulations
and tests
9 © Development Dimensions Int’l, Inc.

10. Leadership Potential Factors
SUSTAINE D PERFORMANCE
+
Leadership Promise Balance of Values and Results
• Propensity to Lead • Culture Fit
• Brings Out the Best in People • Passion for Results
• Authenticity
Personal Development Mastery of Complexity
Orientation • Adaptability
• Receptivity to Feedback
• Conceptual Thinking
• Learning Agility
• Navigates Ambiguity
=
CONTINUED GROWTH
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11. Selecting High Potentials
Stage 1 – Qualifications and High Volume Selection
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12. Ensuring the Tool Predicts Potential
Complete
Assess
Perform
Current
Ratings
Employees
Does it
work?
LII National Canadian Retailer (N=96 Mgrs)
• 50Xs more likely to excel be highly engaged
• 22Xs more likely to be high potential leaders
• 5.3Xs more likely to drive results
• 4Xs more likely to coach effectively
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13. Prioritize the Talent Pool
A Candidates
Top 25%
Candidates
B/C Middle 50%
D Candidates
Bottom 25%
13 © Development Dimensions Int’l, Inc.

14. Selecting High Potentials
Stage 2 – Manager and Candidate Input
Manager Candidate
Ratings Examples
Current Current
Performance Performance
Future
Potential
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15. Nine Block Analysis
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16. Managing the Change
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17. Let’s Get
Started!
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