The document discusses identifying and developing high-potential employees. It notes that high-potentials are twice as valuable as other staff but that many organizations struggle with identifying and retaining them. Specifically, over half of those identified as high-potentials will drop out of development programs within 5 years and 46% of leaders fail to meet objectives in new roles. As a result, many HR professionals are dissatisfied with their high-potential programs and lack confidence in them. The document advocates using a systematic, data-driven approach to identifying high-potentials based on their aspiration, ability, and engagement in order to better develop effective future leaders.

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