The Science and Art of Identifying High-Potentials

This webinar builds on the quest for identifying high potential through a research-based conversation, sharing thoughts on key competencies, the importance of assessing potential, and more.

July 2020

Hi-Po/Org Development

69 Mins


Deepti Namjoshi

Deepti Namjoshi

Consulting Head - Psychometric Assessments, Mercer | Mettl (Moderator)

Vikrant Bhatnagar

Vikrant Bhatnagar

Head- Talent Management & Development, Vistara SIA Airlines

Anirban B. Roy@2x

Anirban B. Roy

Chief Revenue Officer, Mercer Mettl



Taking into account the dynamics of HiPo evolution, this webinar is a dedicated effort towards unveiling key concepts, strategies, and perspectives revolving around the subject of high-potential identification at a global level. You will get expert insights about the way the entire high-potential journey can be revolutionized to meet futuristic goals. More importantly, the webinar deep dives into exploring the reasons to initiate a high-potential program in any industry for employee retention, succession planning, research, L&D, etc.

The speakers touch upon crucial points such as the difficulties an organization faces in high-potential identification, development, and succession. The session elaborates on essentials like intellect, drive, agility, and leadership qualities. It goes on to highlight the significance of the senior leadership’s involvement throughout the entire journey of a HiPo program. Furthermore, you will get a clearer vision regarding what to look for when looking for high-potential professionals. This webinar will help you understand the difference between performance and potential, stressing on why it is vital to look at both through different lenses

What You Will Learn

The science behind HiPo identification.

Current industry trends around HiPo identification.

Modern HiPo tools & technologies that progressive companies are using.

Future-proof strategies to develop and retain your game-changers.

Key Takeaways From This Webinar

The three Cs for the success of a HiPo identification program.

Mercer Mettl’s scientific high-potential identification framework

Expert insights into developing short-term as well as futuristic HiPo initiatives.

Top Questions from the Webinar

1 . What are some of the future challenges where intellect and agility would particularly help HiPos?

The complexity of business scenarios, the increasing pace of change, and the emergence of new skills and technology are a few examples of future challenges where intellect and agility will play critical role alongside the right talents.

2 . What should be the weightage assigned to attitude v/s hard skills when analyzing potential?

While it depends on the roles for which an individual is assessed, in senior positions, the focus should be less towards functional knowledge and more around strategic abilities. On the other hand, in most cases, the weightage should be 50-50 considering the importance of tech skills as well as the right attitude to succeed.

3 . What is the potential impact on the employees who do not make it to the list of HiPos? How to arrest the feeling of despondency?

High-potential employees are a company’s top talent, and everyone cannot be on the list. However, candidates who are nominated but cannot get shortlisted in the final HiPo pool, after the assessment, should be dealt with cautiously. The HR/line manager needs to conduct a counseling session on the individual’s existing areas of shortcomings and take possible measures to improve.

4 . Should HiPo development be more of an individual-centric process and not catered to a group setting?

Yes. A generic development program cannot be effective in developing high-potential employees. Once identified, HiPos should be mapped with the critical role they would undertake in the future. Moreover, a customized development plan should be finalized for each HiPo employee separately to prepare them for the future role.

5 . At times, despite structured selection, assessment and development, senior leadership does not make timely decisions on HiPos due to their strong perception. This frustrates HiPo employees. How can the HR deal with this fairly and objectively?

Getting affirmation from senior leadership is the first important step of any high-potential program. HR professionals should involve them in the initial conceptualization and program implementation stage as well, making them a vital stakeholder throughout the process. This, in turn, helps create a positive perception of the program’s efficacy and a sense of accountability for its success.

Mercer | Mettl’s scientific high-potential identification framework

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