astra domain was triggered too early. This is usually an indicator for some code in the plugin or theme running too early. Translations should be loaded at the init action or later. Please see Debugging in WordPress for more information. (This message was added in version 6.7.0.) in /home/studyfoxx/public_html/proactivetraining.com.au/news/wp-includes/functions.php on line 6131\n\tHigh-potential employees (HiPos) are the most capable, committed, and valuable workers in any organization because they possess a high probability of success when presented with greater amounts of leadership responsibility. These are the employees whose contributions will be critical to determining the future success of your organization. <\/p>\n
\n\tGiven the special mixture of talent and leadership skills required, it is not surprising that HiPo employees represent a small number of an organization’s population (think: 3 percent to 5<\/a> percent of the staff cohort). Further, research highlights<\/a> a few important considerations:<\/p>\n \n\tClearly, HiPos are important employees and finding and developing them is a high priority in any organization. Creating a program to identify and develop HiPos as a means to accelerate potential is common practice, but not all programs are successful at achieving their goals. In fact, Gartner research suggests more than 70 percent of HiPo development programs do not demonstrate return on investment<\/a>.<\/p>\n \n\tKey Factors<\/strong><\/p>\n \n\tTo gain more insight into HiPo employees, we queried a number of well-known organizations about the inner workings of their programs. From this effort, we discovered a number of key factors that go into building a successful HiPo employee development strategy: <\/p>\n \n\tIn the book, “Optimizing the Power of Action Learning,” Michael Marquadt makes the case for creating group problem-solving opportunities that should be of great importance to the organization. This is not for minor issues or flights of fancy—the problem must be significant and urgent in order to generate ROI for the participant and the organization.<\/p>\n \n\tFilling the Pipeline<\/strong><\/p>\n \n\tClear and measurable goals, a system of support, and a means of challenging HiPo employees to stretch and achieve real results are the foundations for successful development programs. Based on our conversations, there are some tried-and-true approaches that should be included in an organization’s approach to developing this cohort that is so critical to future success of the business. Combining on-the-job assignments with mentorship and formalized development planning is likely to accelerate an employee’s readiness to take on broader responsibility. What is more, building an effective program that challenges and supports your HiPo workers growth contributes to the continuity of your leadership pipeline. <\/p>\n\n
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