
The study showed that true HIPos who demonstrate the attributes to be successful leaders turn to competitive organisations willing to invest in their development.
The CEB explains that in order to keep top talent in-house and maximise results, companies must re-evaluate and reinvigorate their leadership programmes. By correctly identifying HIPos and engaging them with the right training, firms can improve the success of their programmes more than ten-fold.1. Redefine ‘potential’
2. Measure potential objectively
Rather than relying solely on subjective manager nominations or evaluation, organisations should adopt a systematic process for identifying HiPo talent through objective talent assessment and evaluation.3. Ask for commitment in return for career opportunities
Proactively evaluate engagement and act to mitigate flight risk among HiPo employees by evaluating their engagement today and their longer-term commitment to the organization in the future.4. Create differentiated development experiences
Typical HiPo programs provide opportunities for incremental skill building but fail to prepare HiPo employees for realistic future roles. The best organisations help HiPos learn new skills, but also apply existing skills in different roles by exposing them to high-impact development experiences. Image SourceShare this story