High-Potential Programs – Retain, Engage, & Develop Star Performers

• Do you have a executable plan for replacing your retiring baby boomer leadership team?
• Have you identified and trained your key talent so they are prepared to step into their leadership role?
• Do you have a proven scientific process for assessing your talent pool to help identify your star performers?
• Did you know that companies who integrate and align business strategies with talent management average 20% higher ROI.

Successful competition in the marketplace is increasingly correlated to a company’s ability to attract, retain,  and develop talent. Make the most of your high-potentials with TurnKey’s emerging leader programs, available throughout the whole country, including: Houston (Tx), Dallas (Tx), Seattle(), Tampa (Fl), Los Angeles (Ca), Chicago (Il), Philadelphia (PA). See the full list of cities covered by our coaching programs for next generation leaders.

Succession Planning to Support Tomorrow’s Leadership Needs

One measure of an organization’s health is the state of its talent pipeline. Whether preparing for executive succession, filling open management positions as the need arises, or staffing new roles created by restructuring or growth, how ready is your company to fill key positions with star performers? The answer may fall somewhere between how many superior performers you have now and how many high potentials you are currently cultivating. Forward thinking leaders don’t rely just on hiring superior performers or poaching established talent from competitors. They are mining their talent pool now, to deepen the engagement of existing stars while causing a whole new group of superior performers to emerge from the ranks.

These market leaders are getting a profit boost by making use of talent management systems. There is a wealth of expertise available to help employers better deploy talent, and data shows that strategic talent management pays off handsomely. Results from Ernst & Young’s Global Talent Management Survey show that companies that integrate and align business strategies with talent management deliver higher shareholder value. Those with the best alignment “had significantly higher financial performance [a 20% higher annual return on equity (ROE) over a five-year period] than those that did not.” 1 Going forward, successful competition in the marketplace is increasingly correlated to a company’s ability to attract, retain and develop talent. We at Turnkey will help you identify, implement and execute the exact program you need to improve your retention, engagement and development of your star performers.

Bench Strength Starts with a Benchmark

The foundation of a strong talent pool is properly benchmarked jobs, since accurately measuring performance in a specific job is only possible after a standard for performance has been established. Ideally every position in a business is benchmarked, assuring that uniform, unbiased criteria define the accountabilities, skills, attitudes, motivators, behavioral style and experience that each job calls for.

The Turnkey Benchmarking Process is a logical opportunity for re-aligning each position with the most up-to-date strategic business initiatives. The team will clarify why the job exists and how it fits into the company’s strategy going forward. As they define, weigh and prioritize key accountabilities, a clear picture emerges. The behaviors, values, personal skills and task preferences required for success in the position can now be used to screen a suitable candidate. A bonus is that the benchmarking process may also close past accountability gaps between positions that gave rise to recurring deficiencies in communication or productivity.

Identifying Potential Stars

Cultivating high potentials that are already within the ranks to become superior performers means they will be ready to step up as positions open. Promoting internal candidates who have been specifically developed to the needs of the next-step position also offers an opportunity for the business to ramp candidates up to full productivity more quickly upon entering the new position. Time to effectiveness in the new role is abbreviated for the employee who is already acclimated to the company culture and goals, in addition to saving the time and resources that would have been spent on a candidate search.

Through our proven, patented process, you will be able to identify a high potential is an employee who fits the benchmark for the position and measures above the mean on at least 18 of the 23 universally recognized Personal Skills.

Personal Skills

For example, strong personal initiative can be an indicator of a high potential candidate. As Stephen Blakesley, author of “The Target—The Secret to Superior Performance” points out, “Mediocre performers show up on time and meet deadlines without having to be prodded. Star performers go well beyond that, to work in the white spaces of their job description. If they recognize a problem, even if no one else knows about it, they attempt to solve it. They volunteer to help others when they see they have the knowledge that’s needed.” This ability to be self starting is one of many qualities revealed in an assessment that measures the application of personal skills on the job.

Not the Same Old Training Day

At Turnkey, we offer on-site, customized training and workshops, but often times that’s not the most effective use of your individual team member’s time. Anyone who has ever wasted a day sitting through a completely unnecessary training, especially one they could easily have taught from the front of the room, will concede that great employee development is not a one-size-fits-all solution. Time and money are wasted when training isn’t personalized to each individual’s verified needs, causing some individuals to tune out or become frustrated.

In the past, development often meant delays in delivery because of timing issues. Employees who genuinely needed immediate training for job effectiveness might be forced to wait months until the other seats could be filled. Getting all the right people in the room at the same time could be easily thwarted by travel, sick leave, vacations, etc., and in the meantime, performance stalls.

So, rather than only offering training through a course or class, at Turnkey we offer individual training components in our online development program is a standalone information system that will identify more detail about a particular skill, with tips and suggestions about how to incorporate skill development into daily work life. Our standalone training modules are designed to result in a consistent understanding of personal skills throughout the company and to help employees value having them in their working repertoires.

Our sophisticated talent management systems offers development options that address the distinct needs of each individual, many of which can be accessed immediately. An internet delivery system combined with component-style trainings offers 24/7 access so high potentials can move forward faster. With their own unique set of strengths and weaknesses identified, employees use the system at will.

Call TurnKey Coaching & Development Solutions at 281-469-4244.

FAQ

What is the High-Potential Leadership Development Program?
It’s a customized initiative designed to help organizations retain, engage, and develop high-potential employees who are ready to grow into future leadership roles.

Why should my company invest in a high-potential program?
It strengthens your leadership pipeline, increases engagement, and reduces the risk of losing top talent by preparing internal candidates for critical roles.

Who is considered a “high-potential employee”?
High-potential employees go beyond strong performance. They learn quickly, think strategically, collaborate well, and show the capacity to take on broader leadership responsibilities.

How does TurnKey help identify high-potential employees?
TurnKey uses structured assessment tools and a benchmarking process to clarify what success looks like and identify the skills, behaviors, and motivators linked to leadership effectiveness.

What does the program include?
Programs are customized and may include assessments, individual coaching, group training, mentoring, 360 feedback, performance benchmarks, and applied learning projects aligned with business goals.

What outcomes can organizations expect?
Participants build leadership capability, improve decision-making, and strengthen team performance, while organizations benefit from higher retention and greater readiness for future leadership needs.

Is this a standard, off-the-shelf training program?
No. Each program is designed around your organization’s specific strategy, culture, and leadership requirements.

Where are these programs offered?
High-potential leadership development programs are delivered nationwide to support organizations with geographically distributed teams.

How do we get started?
Start with a conversation about your goals and challenges. Connect with TurnKey Coaching Solutions here: https://turnkeycoachingsolutions.com/contact-2/