Join our webinar
thursday, may, 24, 2018
12:00 PM - 1:00 PM (Central USA Time)
Looking for on-site training or leadership coaching? We provide customized webinars, on-site workshops and enterprise solutions. Visit our Customized Employee Training Programs for more information. Seeking something one-on-one for a HighPo employee or leader, see our Coaching Programs.
With the current and impending retirement of the Baby Boomer generation of leaders, companies are realizing the imperative of having effective ways of identifying and developing leaders who will take their companies into the future. However, a recent study of 200 companies (Karakowsky and Kotylar 2011) revealed that only 17% of executives were satisfied with their organization’s accuracy of identifying high potential talent.
Companies expend a great deal of time, energy and money in their talent review processes. However, often the result is as good as tossing the dice. An extensive review of the literature (Hogan, Hogan & Kaiser, 2011) found that on average 50% of managers fail. Annual talent reviews end up as “replacement planning” more than succession planning.
How can companies do a better job of identifying and developing their high potential talent?
It’s often because one of the key indicators companies use to identify HIPOs is previous job performance. In the typical nine-box exercises potential is difficult to define outside of projecting that the best predictor of future performance is past performance. However, this is only the case if the future situation is like the past. The newly promoted situation most times is quite different, with new tasks, responsibilities and job duties, new colleagues, and a new boss. Former behaviors may not be predictive at all. New competencies, new patterns of behavior and different leadership approaches frequently are required.
The concept of Learning Agility was developed in 2000 to help describe those individuals who had the potential to successfully navigate the newness of promotions. It can be defined as the ability and willingness to learn the right lessons from work experiences and then apply those lessons in new and challenging situations.
It's easy to agree - investing in the right people in your organization will maximize returns. Additionally, I bet we can agree really talented employees are often force multipliers; meaning they often raise the bar for their peers and other employees.
And, yet, many companies still take employee development for granted or more precisely, fail to formalize their approach to identifying, developing, and retaining star talent. Talent pipelines are often akin to last-minute raffles. Who's left to win the seat?
The challenge and the opportunity is to commit to a strategic employee development process that makes sure your organization has the right pipeline with good people and that their needs are being met with ongoing development and performance feedback opportunities.
There's one special bonus this webinar will address! Identifying your real HiPos in this VUCA world of ours, requires recognizing a key indicator of real potential is the employee's "Learning Agility" competency.
Learning Agility, is described as adaptability, flexibility, comfort with ambiguity, the ability to learn fast and furiously from the past and from the experiences of others, and finally, the ability to trust that when we don't know what to do, we'll figure out what to do. Yes, just as EQ (Emotional Intelligence) is a sign of a real keeper - so is Learning Agility! - Anisa Aven, NLPC, BCC, CEO of TurnKey Coaching & Development Solutions & Webinar Emcee
Identifying and Growing High Potential Talent
The Essential Role of Learning Agility
Participants will learn:
In this webinar you will receive an introduction to these important questions:
- What are the primary characteristics of high potential talent?
- What are the primary behavioral indicators of learning agile employees?
- How can we use valid assessments of learning agility?
- Do all organizational roles require learning agility for success?
- What aspects of learning agility are learn-able and which are very difficult to teach?
- How can we begin to shape our leadership development efforts to support what will truly make a difference?
About our Guest Speaker:
Ellen is a business psychologist, ICF certified executive coach, facilitator and speaker. She works with leaders and their teams, both nationally and internationally, to create collaborative conversations, cultures and work climates. She uses an array of assessments, processes, concepts and tools that customize the path to outstanding results. She is particularly interested in using concepts and methods that are scientifically based, yet engaging and accessible. A primary focus is equipping leaders to spark employees’ creativity and connection to the business mission and purpose.
She is a certified facilitator of the LEGO® Serious Play® method and tools and a Professional Innovation Advisor for the Basadur Applied Creativity process. She also serves as faculty for Mercer Delta’s Executive Learning Center and CDC University. Her professional affiliations include the American Psychological Association, the Society for Consulting Psychology, the International Coach Federation and the Neuroleadership Institute. She also serves on the board of the Institute for Work Attitude and Motivation.
Thursday, may, 24, 2018
12:00 PM - 1:00 PM (Central USA Time)
Turnkey Coaching & Development Solutions is a Training, Coaching, Employee Assessment & Organizational Development firm company based in Houston, Texas with satellite offices across the US and key locations around the globe. The company was founded in 2004 to help corporation, non-profits, governmental organizations and academia drive business results and succeed by preparing their future leaders and developing their workforce strategically.