Using a High-Potential Employees Program to Cultivate Company Success in Springfield, IL

How High Potentials Leadership Development Programs Shape the Future of Your Company in the Springfield area

Business success trickles down from the top. Enthusiasm starts at the upper echelons of a company, and it spreads through the ranks, empowering department managers, salespeople, customer service reps and other vital staff members. Because of this, it is vital to ensure that your executive roster remains filled with competent talent over time. When people retire and vacancies present themselves, many companies opt to fill them by placing ads on external sites, hoping for an influx of gifted applicants. Unfortunately, studies have shown that businesses stand a better chance of long-term success by training and developing potential leaders from existing high-potential employees.

What Are High-Potential Employees and Why Should You Develop Them?

The first step in creating a successful high-potential employee program is understanding what high-potential employees are and why it is so important to develop them.

In their Harvard Business Review article, “Are You a High Potential”, Douglas A. Ready, Jay A. Conger and Linda A. Hill describe HiPos as possessing the following characteristics:

  • A drive to excel: these employees are not simply high achievers. They are willing to do whatever it takes and make sacrifices to be the best.
  • A catalytic learning ability: high potential employees don't just soak up knowledge like a sponge; they know how to convert knowledge into productive actions that get results.
  • An enterprising spirit: high-potential employees are trailblazers. Never satisfied with the status quo, they are always seeking new challenges and figuring out better ways to do things.
  • Dynamic sensors: the most promising leaders are always on alert for the next big thing. This can make them difficult to manage. If they can't sense a long-term career payoff where they are, they often get wandering eyes.

This combination of traits makes HiPos ideal candidates to guide your company into the future. But it also means they need the right guidance and training to keep their vision and goals reconciled with those of your business. Left to their own devices, they can easily get derailed and go rogue. The master trainers at Turnkey Coaching & Development Solutions understand the psychology of HiPos. We can help you build an effective high potential leadership program that strategically grooms them to steer your company to long-term success.

High-Potential or Just Talented?

To remain competitive and drive growth, businesses are almost universally better off developing talent from within rather than hiring external candidates for newly vacant managerial or executive positions. Recently, however, a survey by the Corporate Leadership Council found that only 25 percent of respondents felt confident that they would fill all open leadership positions within the next half decade. Worryingly, a concurrent report by the Conference Board revealed that only about 34 percent of companies effectively identified future leaders within their ranks. Some of the confusion may revolve around an inability to distinguish talent from high potential. While both types of employee are vital for business success, only HiPo employees reliably travel up through various management levels to executive status. Gifted individuals often prefer solving problems on their own; high-potential employees work in groups and encourage the people they manage to excel. Talented people may be innovative but lack serious ambition; high-potential employees come with a built-in desire to excel and have naturally exceptional business instincts. According to a recent Hewitt Associates study, when HR managers and existing top-level executives consistently identify and develop high-potential employees, companies tend to see a jump in shareholder returns. Even greater returns begin to happen when businesses track their employees’ successes and use them to build progressively more powerful high potential employees development programs.

Our high potential employee assessment and HiPo development programs are nothing like the run-of-the-mill leadership programs you've likely sent your employees to before. We do not host one-day or one-week events where your company leaders mingle with executives from other firms and listen to so-called "trainers" rehash the same hackneyed leadership clichés that, by now, are probably seared into your brain.

Instead, we evaluate your company and its specific needs; then, we build a program from the ground up to meet them. We customize every program using high potential employee development best practices, including:

  • Needs analysis using our high-potential employee assessment tools
  • Culture analysis
  • Employee level and experience 
  • Creating a "coach approach"
  • Long-term sustainability
  • Human resources integration and even ‘train the trainer’ options

Your hi potential employees get the opportunity to work with master trainers who specialize in developing high-potential employees. They have helped many businesses get the most out of their workforce and create seamless transitions between generations of leaders. Our master trainers HiPo program experts put their knowledge, experience and vast resources to work for your business.

Why Should You Invest in High Potential Employee Development Programs?

Financially, it just makes sense. Hi potential employees tend to bring more value to companies than non-HiPo staff, and development and training programs only make that more likely. First, because formal High potentials leadership programs are an acknowledgement for the high-potential employee that they have something extra to offer and that you are willing to invest in that. Second, because high potential development programs teach HiPos how to hone their skills and talents to better address business, team and even personal goals. Formalized high-potential development programs can also make your organization more attractive to top candidates. Individuals who have previously been identified as HiPo elsewhere or who self-identify as HiPo (even if they don’t know the term for it) are drawn to companies that invest in leadership training, offer coaching and mentorship opportunities and help employees prepare for brighter futures. But How Do You Identify HiPo Employees?

Yes, performance matters. Turnkey Coaching & Development Solutions’ benchmarking process helps you evaluate performance metrics and other key factors to identify HiPo employees, but we also encourage you to get to know your staff and to work with them in a variety of environments. Via customized team and leadership development programs and working side-by-side with high achievers, you can better identify individuals who demonstrate HiPo traits. Some things that are common to high-potential individuals include:

  • Excellent communication skills. Even without training, HiPos tend to be able to express themselves powerfully and clearly, and they often understand the nuances required of leaders.
  • Already in leadership roles or being considered for them. Most HiPos don’t wait for formal recognition to excel, and they often work their way into leadership roles or stand out for consideration. At the same time, executives should realize that numerous factors can hold an unidentified HiPo back, so it’s important consider talent at all levels of an organization.
  • Knowledge, interest or insight outside of their position. HiPos are rarely happy doing the same job for years at a time, and they’re always looking for a new risk, challenge or opportunity. That means they ask questions about departments and processes outside of their immediate work environment, and they often make work decisions based on big-picture thinking rather than solely on personal, team or short-term goals.

The same talents that make Hi potential employees so likely to succeed in the long term can actually lead to poorer short-term performance, especially if they aren’t identified and property developed. Turnkey Coaching & Development Solutions provides custom HiPo development programs that enable you to engage and develop talented staff as well as establish a plan for retaining high potential employees.

Traditional day or week-long high potential employee development programs might seem like an easy way to develop your high-potential employees — after all, that's what other companies are doing, right? — but think about how many such programs you've attended in your career. Then ask yourself, "Am I really a better leader because I attended a few formulaic leadership conferences?"

If you want real results, you need a customized HiPo employee development program custom-built just for your company and with high potential development programs best practices. That's what our master trainers and certified coaches at Turnkey Coaching & Development Solutions have to offer. Typically, we work with both large and small groups of high potential employees to create a comprehensive training and HiPo development program crafted around your goals that prime your business for success.

What kind of background do your master trainers have?

Many of our master trainers have 10+ years corporate experience, thousands of hours of executive coaching, and have served as corporate executives themselves or had Fortune 500 companies as clients. In addition, many of them hold advanced degrees such as MBAs and Ph.Ds.

What kinds of results can my company expect?

The goal of our high potential employee assessment and development training programs is to first establish the results you hope to achieve and then design our program to offer the best chance of seeing those results. Perhaps your organization seeks to reduce turnover, or improve innovation, or perhaps your executives are within retiring age and you want to ensure a ready-now bench of competent leaders.  We can design a high potential employee development program to address these needs and more. In fact, many of our clients have reported increased productivity, better organizational strength, cost reductions, higher bottom-line productivity and many other positive results.

How much does a high-potential employee development program cost?

Because we custom design each program based on the client's individual needs, it is impossible to quote an exact cost up front. What we can tell you is this: We offer a variety of participation levels that let you choose the intensity and duration of the high potential development program based on your budget and the time your organization has available to invest.

HiPo management isn’t without struggles. Aside from being hard to identify, HiPos can be difficult to keep because they need to be challenged. High potential employee assessments and high potential development programs let you identify and cultivate gifted individuals within your organization, providing them with relevant skill sets and practice so they’re ready to take on new challenges with your company. Our high-potential employee programs let you take advantage of proven, high potential employee development best practices and our experts who understand what works and what doesn’t. We engage with our clients to create custom training for your HiPo teams that include any number of unique components. Including:

  • 360 feedback or personality assessments (including high potential employee assessments)
  • One on one Coaching / Group Coaching
  • Active Learning / Training / Lunch and Learns
  • Shark Tank Style Capstone Projects With Mock Investor Panel
  • Manager Input / Facilitated Supervisor Benchmarks
  • Job Benchmarking for High Performance
  • Team Development and Team Building
  • Career Planning
  • Development Planning and Competency Benchmarks
  • Proven leadership models
  • Integration with Internal Training / Leadership Models
  • And, more

 

Implement critical high-potential leadership development

at your organization with help from Turnkey Coaching & Development Solutions. Call us today for a complimentary organizational development consultation: 281-469-4244.

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