The Tip Of The Iceberg: Identifying & Developing High Potential Talent For

Business Growth

Anne Tice

Agenda

Failures In High Potential Programs

Talent Identification

Engaging High Potentials Role of HR and managers in High Potential Development

Why do some High Potential programs fail?

40% of internal job moves of HPs end in failure

25% of HPs leave their roles within a year

The Paradox of High Potentialsby Ron Ashkenas HBR 2012

Identifying the High PotentialLanguages

PAPI Results

360 Results

Project Success

Mobility

Performance Rating

Learning Agility

Qualifications

International Experience

The Result...

2 3 4 5 6 7 8 9 100

1

2

3

4

5

6

7

8

9

10

PROFILE

PERFORMANCE

5 6 7 8 9 10

0

1

2

3

4

5

6

7

8

9

10

PROFILE

PERFORMANCE

Education Exposure Explanatory Feedback

Experience

How do you keep your High Potentials engaged?

How to grow and develop staff faster and retain talent in emerging markets

7

GEOGRAPHIESBUSINESSES

FUNCTIONS

HPs, Stress and Performance

Hold High Potentials back for too long and they get burnt out........

Table Talk… How do you get managers involved in High Potential

development?

How managers impact learning

Projects that provide learning Explain performance evaluation standards Experiences that develop Assess development progress Help find training Feedback on personality strengths Creating development plans Feedback on performance weaknesses Help applying new skills

Source: Corporate Leadership Council

The role of HR is to provide the tools to enable the employee to cross the bridge...

Explanatory Feedback List 3 areas of strengths (Only non-technical)

List 3 areas of development (Only non-technical)

What would you like him to keep doing?

What would you like him to start doing?

What would you like him to stop doing?

People can’t relate to someone who only talks about their successes

Jeremy Schoemaker

QUESTIONS…

Anne Tice