High-Potential Development
Evolve Leading Talent into Greater Leadership Roles
A function of succession planning, development of high-potential employees should not be left to chance. Forward-thinking organizations look ahead to the very long term, taking into account replacing not only current executives but their successors. To be able to implement such a program requires vision and ultimately committing to an end-to-end competency-based process, from sourcing talent through recruitment, job placement and ongoing talent management and development. It also requires planning, investment and buyin from senior management.
To design a high-potential development program, we bring stakeholders together to look at alignment in four major areas: urgency and importance, the current state and current issues, the targeted audience and leadership accountabilities, and approaches and recommendations.
Among the areas we consult on are:
- Selection of candidates for the program
- Candidate assessment
- Experiential (on-the-job) training
- Classroom training
- Coaching and mentoring
- Milestones and measurements
- Follow up and review
- Compensation and promotion
- Program completion
- Senior leader role/time commitment