English
High-potential identification is the structured and scientific method of identifying an organization’s employees who have the elevated potential to take up challenging roles in the future. The high potential identification process lays down a step-by-step strategy, identifying core competencies and various tools, to identify and develop these high potential employees, keeping in mind an organization’s requirements and objectives, which could be leadership development, succession planning, etc.
This ebook is an extensive resource for understanding the fundamentals and relevance of high-potential identification. It also guides you in choosing the right methods and tools for identifying high-potential employees.
Use case:
Hi-Po/Org Development
High Potential and Succession Planning with ADCs
April 2022
Hi-Po/Org Development
July 2020
Hi-Po/Org Development
June 2020
According to our research, more than 50% of the organizations didn't have a formal high potential identification in place.
With a growing demand for employees who can traverse their way through the current volatile, uncertain, complex, and ambiguous (VUCA) business environment and a limited supply of qualified talent, organizations are looking inwards to tap into the existing workforce potential. This development has heightened the importance of the high-potential identification process for creating a future pipeline of well-equipped talent.
BOTH! The meeting of high potential and high performance in the nine-box model results in identifying your consistent stars. They are the ones who can be easily developed for more challenging roles.
KNOW MORE
The process of high potential identification is different for different organizations, just like the definition of a high potential employee. Organizations need to undertake a two-fold approach when identifying high-potentials – one that enables them to reflect inwardly for their business vision and goals and the second that considers the external business environment.
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