Regardless of the specific characteristics that the organization selects, perhaps the most important factor is inclusivity- that all individuals are fairly considered. These can be willingness to learn, resiliency, motivation, emotional intelligence ( learn more about that here!), and cultural fit, for example. This means looking beyond current performance (because past performance doesn’t always predict future performance in a new and different role) and defining characteristics that will generate results for the organization in future roles. In order to identify potential talent, an organization must first figure out what criteria drive successful performance at the company. Identifying– Organizations generally hate wasting resources, so determining how to identify, cultivate, and activate talent is (or should be) of pressing concern. Regardless of whether a formal label is put on the additional care and feeding you may receive, getting feedback and reinforcement that the organization sees and values your potential is critical to keeping you motivated. There are strong arguments for and against using the term openly with employees (a topic we’ll explore more fully later in the month), but at its essence, being a high potential employee generally means that your organization thinks you have value, are worth watching, and may be willing to invest in your development. This is part of the challenge- how organizations identify and develop these people can vary significantly, and organizations may not even choose to inform the employee that they have been labeled as high potential. Labeling– In the world of high potentials, securing this label could mean anything from showing high performance in your current role, completing a formal assessment and participating in a formal leadership development program, or being informally identified and groomed by a seasoned mentor. Moreover, who wouldn’t want to be labeled a HiPo (putting aside the obvious comparison to a very large, reputedly aggressive, semiaquatic mammal)? Let’s go a little deeper into some of the foundational concepts related to high potential and better understand what makes this conversation so complex. Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization-more quickly and effectively than their peer groups do.” Whether you like the term or not, or its frequent abbreviation to HiPo, having employees with a lot of potential to perform well, live the organization’s values, and generate results is clearly an exciting proposition for most organizations. While achieving these superior levels of performance, they exhibit behaviors that reflect their companies’ culture and values in an exemplary manner. An influential Harvard Business Review article from back in 2010 defined a high potential employee as being in the top 3-5% of an organization’s workforce and “ consistently and significantly outperform their peer groups in a variety of settings and circumstances.
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