A recent survey by The Corporate Executive Board Co. showed that organizations with strong leadership structures achieve double the rate of profits in comparison to those with lower levels of leadership development. An important role in this context is played by development programs for high-potential employees, although you probably feel that the very implementation of such a program is not enough for increasing a company's profits. The program should be able to identify high-potentials correctly, maintain their commitment and ensure that they take over the future roles of leaders while not leaving the company prematurely. As reported on talentmgt.com, the following five steps are necessary.
1. Clear definition of potential
Do not confuse current performance with future potential. Most high-performing employees lack the potential to become senior leaders.
2. More than performance
To become leaders, high potential employees need aspirations to play a higher role, strong management and leadership skills, and sufficient loyalty to their organization.
3. Objective measuring of potential
Potential metrics should include systematic assessments of employee aspirations, skills and commitment. It should not be based on a subjective evaluation without scientific basis.
4. Tradeoff
High potential employees are very much in demand in the labour market. Most of them have no problems finding a job elsewhere. That is why companies with the most successful programs for the development of high-potentials want something in return - career progression and development for the employees' commitment to the company.
5. Diverse development opportunities
High potential employees need to get prepared for their future roles of leaders. There is no simple recipe for this. It requires them to learn new skills as well as use the existing ones in different learning situations that will bring a highly specific development to a high level of practical application.
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