High Potential Leadership Development Programs

December 2011

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INTRODUCTION Developing high potential employees is a vital part of succession planning and retention for organizations. Company leaders who are committed to organizational growth and sustenance are now looking at ways to identify and cultivate top talent within their ranks to ensure a strong and profitable future. However, establishing leadership development programs can be a challenge for company leaders. Questions about structure, duration, discretion and budget frequently arise. In a recent Diversity Best Practices poll, members were asked a series of questions about their organization’s high potential leadership develop programs. Twenty organizations responded, and the results of the poll are detailed in this report. OVERVIEW OF POLL RESULTS Do you have Leadership Development Programs specifically designed for High Potentials? Of the twenty organizations that responded, 100 percent have leadership development programs specifically designed for high potential employees. 20 organizations – Yes (100.0%) 0 organizations – No (0.0%) 0 organizations – Not Sure (0.0%) What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Eighteen organizations include mid-level managers with five to 15 years of work experience in their high potential leadership programs. Eighteen organizations include senior leaders with 15 or more years of work experience in such programs. 2 organizations – Entry-level (hired out of undergraduate program) (10.0%)

7 organizations – Experienced (2-5 years of work experience; including hires from MBA programs) (35.0%) 18 organizations – Mid-level managers (5-15 years of work experience) (90.0%) 18 organizations – Senior leaders (15+ years of work experience) (90.0%)

What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? Seven organizations have between two and five percent of their total employee population participating in their company’s high potential leadership program annually.

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Six organizations have between one and two percent of their total employee population participating. 5 organizations - <1 of your total population (25.0%) 6 organizations – 1% - 2% of your total population (30.0%) 7 organizations – 2% - 5% of your total population (35.0%) 2 organizations - >5% of your total population (10.0%) What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) For 85 percent of respondents, the primarily focus of their high potential leadership program is developing general leadership skills. Eighty percent focus on accelerating readiness for a key role in the organization. 4 organizations – Developing functional expertise (20.0%) 17 organizations – Developing general leadership skills (85.0%)

16 organizations – Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) (80.0%) 8 organizations – Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) (40.0%) 2 organizations – Other (10.0%)*

*See Results by Organization for specific responses. What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Seventeen respondents include internally developed leadership programs in their high potential leadership program. Sixteen organizations include mentoring or externally developed leadership programs. 16 organizations – Externally developed leadership program (could include

speakers, skill building, networking) (80.0%) 17 organizations – Internally developed leadership program (could include speakers, skill building, networking) (85.0%)

16 organizations – Mentoring (80.0%) 6 organizations – Career mapping (identify their next 1-3 next jobs in the organization) (30.0%) 13 organizations – Targeted development planning for individual participants (65.0%) 7 organizations – Targeted development planning for program cohort (35.0%) 8 organizations – Short-term assignments (40.0%) 12 organizations – Rotational assignments (60.0%)

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2 organizations – Expat assignments (10.0%) 12 organizations – Exposure to management group (60.0%) 14 organizations – Executive coaching (70.0%) 8 organizations – Action learning opportunities (team-based) (40.0%) 2 organizations – Other (10.0%)*

*See Results by Organization for specific responses. Which development activities have yielded the greatest benefits for your organization? (select top 3) Nine organizations found that internally developed leadership programs such as speakers, skill building exercises and networking have yielded the greatest benefits for their organization. Nine organizations also found exposure to their company’s management group to yield the greatest benefits.

8 organizations – Externally developed leadership program (could include speakers, skill building, networking) (42.1%) 9 organizations – Internally developed leadership program (could include speakers, skill building, networking) (47.4%) 8 organizations – Mentoring (42.1%) 2 organizations – Career mapping (identify their next 1-3 jobs in the organization) (10.5%) 6 organizations – Targeted development planning for individual participants (31.6%) 2 organizations – Targeted development planning for program cohort (10.5%) 1 organization – Short-term assignments (5.3%) 6 organizations – Rotational assignments (31.6%) 1 organization – Expat assignments (5.3%) 9 organizations – Exposure to management group (47.4%) 9 organizations – Executive coaching (47.4%) 1 organization – Action learning opportunities (team-based) (5.3%) 1 organization – Other (5.3%)*

*See Results by Organization for specific responses. **One organization skipped this question. Are your High Potential Leadership Programs global? Only 21 percent of responding organizations’ high potential leadership programs are global. 4 organizations – Yes (21.1%)

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12 organizations – No (63.2%) 3 organizations – Not Sure (15.8%) *One organization skipped this question. What is the average per participant budget for your High Potential Leadership Program(s)? Twelve organizations do not know what the average per participant budget is for their company’s high potential leadership program. Seven organizations have an average per participant budget that is less than $20,000. 7 organizations - <$20,000 (35.0%) 1 organization - $20,001 - $40,000 (5.0%) 1 organization - $40,001 - $60,000 (5.0%) 0 organizations - >$60,000 (0.0%) 12 organizations – Don’t Know (60.0%) How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? Five organizations have less than two full-time employees supporting the design, development, delivery, and maintenance of their high potential leadership programs. 5 organizations - <2 FTE (26.3%) 4 organizations – 3-5 FTE (21.1%) 3 organizations – 6-10 FTE (15.8%) 3 organizations - >10 FTE (15.8%) 4 organizations – Not Sure (21.1%) *One organization skipped this question. How do you leverage senior leadership to develop you high potentials? (choose all that apply): Seventeen organizations leverage senior leadership as mentors to participants in high potential leadership programs. Sixteen organizations leverage senior leadership as champions/ambassadors. 12 organizations – As facilitators (leaders as teachers) (60.0%) 16 organizations – As champions/ambassadors (80.0%) 17 organizations – As mentors to participants (85.0%) 0 organizations – We do not leverage senior leadership (0.0%) 1 organization – Other (5.0%)*

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*See Results by Organization for specific responses. Do your High Potential Leadership Programs have a defined start and end date? Half of the responding organizations have some programs that have defined start and end dates. 9 organizations – Yes (45.0%) 1 organization – No (5.0%) 10 organizations – Some do while others do not (50.0%) 0 organizations – Not Sure (0.0%) What is the average duration of your High Potential Leadership Program(s)? Fifty-three percent of respondents have high potential leadership programs that last between one and two years. 7 organizations - <12 months (36.8%) 10 organizations – 1-2 years (52.6%) 1 organization – 2-3 years (5.3%) 1 organization - >3 years (5.3%) *One organization skipped this question. Do employees in your company know whether they have been identified as “High Potential”? Sixty percent of respondents have employees in their company that know whether they have been identified as “high potential.” 12 organizations – Yes (60.0%) 4 organizations – No (20.0%) 4 organizations – Not Sure (20.0%) Is there any advice that you would offer to other companies who consider telling their High Potentials their status? While responses varied, three organizations expressed the importance of being straightforward, honest and clearly explaining expectations for all parties involved. One organization advises companies to develop high potential employees as well as existing leaders. *See Results by Organization for specific responses.

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Do you require High Potentials to be mobile to work in different locations? The majority of organizations (55%) do not require high potentials to be mobile to work in different office locations. 2 organizations – Yes, across all locations (10.0%) 4 organizations – Yes, they must have some geographical mobility (20.0%) 11 organizations – No, mobility is not a requirement (55.0%) 3 organizations – Not Sure (15.0%) Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? The two organizations that responded to this question expressed the importance of clearly explaining expectations for learning and career development. *See Results by Organization for specific responses. **Eighteen organizations skipped this question. What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Responses varied slightly, but 10 organizations evaluate high potentials’ advancement and movement within the organization to measure the impact of their high potential leadership programs. *See Results by Organization for specific responses. **Seven organizations skipped this question. What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort? Four organizations advise organizations to clearly define program objectives and expectations for leaders and high potentials. Two organizations point out that having a multidimensional, multi-departmental approach to high potential leadership programs would be beneficial for companies. *See Results by Organization for specific responses.

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RESULTS BY ORGANIZATION  Note: Organizations that are not identified by name elected to remain anonymous. Organization 1 Industry: Professional Services Revenue: $20B Number of Employees: 22,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Entry-level (hired out of undergraduate program) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? >5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing functional expertise Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Short-Term Assignments Rotational Assignments Exposure to Management Group Executive Coaching

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Mentoring Targeted Development Planning for Individual Participants Rotational Assignments Exposure to Management Group Executive Coaching Are your High Potential Leadership Programs global? Not Sure What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? >10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Not Sure

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Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 2 Industry: Consumer Product Goods Revenue: undisclosed Number of Employees: 163,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2% - 5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for Individual Participants Short-Term Assignments

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Rotational Assignments Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Targeted Development Planning for Individual Participants Executive Coaching Are your High Potential Leadership Programs global? Not Sure What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? <2 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? Be clear to articulate what HIPO means and doesn’t mean Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement

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Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Promotional activity listing duration What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. The HIPO list should include diverse representation in the cohort. Organization 3 Industry: Consulting Revenue: $500M Number of Employees: 3,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? >5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Executive Coaching Action Learning Opportunities (team-based)

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 3-5 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Not Sure Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Retention, promotion, performance What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 4 Industry: Financial Service/Insurance Revenue: $15.5B Number of Employees: 9,000+ Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? <1% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for Individual Participants Exposure to Management Group Executive Coaching Action Learning Opportunities (team-based)

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Exposure to Management Group Executive Coaching Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? No Response How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” No Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Promotions, performance ratings/rankings and retention What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 5 Industry: Healthcare Revenue: $5B Number of Employees: 30,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? <1% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Internally developed Leadership Program (could include speakers, skill building, networking) Targeted Development Planning for Individual Participants Short-Term Assignments Action Learning Opportunities (team-based) Which development activities have yielded the greatest benefits for your organization? (select top 3) Internally developed Leadership Program (could include speakers, skill building, networking) Targeted Development Planning for Individual Participants

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Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 3-5 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” Not Sure Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Each participant and their manager set individual goals and measures of success

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What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Each participant has their own individual journey and development plan. Organization 6 Industry: Food and Facilities Management Revenue: undisclosed Number of Employees: 380,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing functional expertise Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Short-Term Assignments Rotational Assignments Expat Assignments Exposure to Management Group

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Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Are your High Potential Leadership Programs global? Yes What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? Not Sure How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Not Sure Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, they must have some geographic mobility

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Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 7 Industry: Hospitality Revenue: $3.5B Number of Employees: 85,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Internally developed Leadership Program (could include speakers, skill building, networking) Short-Term Assignments Rotational Assignments Exposure to Management Group Action Learning Opportunities (team-based)

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Internally developed Leadership Program (could include speakers, skill building, networking) Rotational Assignments Exposure to Management Group Are your High Potential Leadership Programs global? Yes What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? Not Sure How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, across all locations Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Project process and execution What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 8 Industry: Packaged Goods Revenue: $79B - $85B Number of Employees: 122,000 – 130,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Rotational Assignments Expat Assignments Exposure to Management Group Executive Coaching

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Rotational Assignments Expat Assignments Exposure to Management Group Are your High Potential Leadership Programs global? Yes What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? >10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? >3 years Do employees in your company know whether they have been identified as “High Potential?” Not Sure Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, they must have some geographic mobility

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Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? Have flexibility to make it work at different career and life stages; some people are able to move earlier in their career, some later. Additionally, make it more about a total career experience, instead of a linear career experience. As long as you get the rotations/assignments is what matters—not the sequence. What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Yield to senior level; retention; diversity representation What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 9 – AAA NCNU IE Industry: Insurance Revenue: $2.4B Number of Employees: 3,500 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking)

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Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Rotational Assignments Executive Coaching Action Learning Opportunities (team-based) Other – Simulations Which development activities have yielded the greatest benefits for your organization? (select top 3) Other – We are in our first year and have not assessed effectiveness Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? $20,001 - $40,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? Not Sure How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? Creating a leadership pipeline requires manager development as well as existing leader development

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Do you require High Potentials to be mobile to work in different office locations? Not Sure Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Retention, promotions and new assignments of attendees What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 10 Industry: Gas and Electric Utility Revenue: $13.4B Number of Employees: 20,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Targeted Development Planning for Individual Participants Short-Term Assignments

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Rotational Assignments Action Learning Opportunities (team-based) Which development activities have yielded the greatest benefits for your organization? (select top 3) No Response Are your High Potential Leadership Programs global? No Response What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? <2 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while other do not What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? Also be prepared to tell those that are not Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Movement in readiness level; internal moves and promotion What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Make it relevant for your organization—one size does not fit all. Get creative: you many not need a big budget, bells and whistles to be effective. Organization 11 – Duke Energy Industry: Utility Revenue: $14B Number of Employees: 18,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? <1% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Rotational Assignments

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Rotational Assignments Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? <2 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? Be straightforward and provide no promises of the future Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 12 Industry: Electric Utility Revenue: $17B Number of Employees: 26,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? <1% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Targeted Development Planning for the Program Cohort Rotational Assignments Exposure to Management Group

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Which development activities have yielded the greatest benefits for your organization? (select top 3) Mentoring Targeted Development Planning for Individual Participants Exposure to Management Group Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 6-10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Not Sure Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, they must have some geographic mobility Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response

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What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 13 Industry: Electric Utility Revenue: $986B Number of Employees: 2,400 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing functional expertise Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for Individual Participants Short-Term Assignments Rotational Assignments

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Exposure to Management Group Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Short-Term Assignments Rotational Assignments Exposure to Management Group Executive Coaching Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 6-10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” No

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Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, across all locations Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? Make sure they understand why this experience is necessary; set clear expectations for learning What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Understand their career goals before launching them into development—invest only in the curious; include a community service component; remember that true development is driven by meaningful and challenging work assignments, not the classrooms. Organization 14 Industry: Financial Services Revenue: undisclosed Number of Employees: 5,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills

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Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for Individual Participants Targeted Development Planning for the Program Cohort Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Internally developed Leadership Program (could include speakers, skill building, network) Executive Coaching Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? <2 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? <12 months Do employees in your company know whether they have been identified as “High Potential?” No

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Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response Organization 15 - KPMG Industry: Public Accounting Revenue: $4B - $7B Number of Employees: 21,000 – 23,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.)

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What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Short-Term Assignments Exposure to Management Group Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Mentoring Targeted Development Planning for Individual Participants Exposure to Management Group Are your High Potential Leadership Programs global? Not Sure What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? Not Sure How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Some do while others do not What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes

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Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Retention, promotion, engagement What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Clearly defined objectives; designated program time frame; periodic touch points with program cohorts Organization 16 Industry: Financial Services Revenue: $154B Number of Employees: 22,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.)

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What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Short-Term Assignments Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Executive Coaching Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 3-5 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? 1-2 years

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Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? Make them and the organization aware, but be careful not to isolate those whoa re not in the category. Spread the opportunities to more than just the high potentials. Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Movement in job roles; promotional opportunities; internal engagement with senior leaders What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Do follow up with the participants, especially if it is external development; build a community from the people that have attended various programs; use that talent to help to continue to develop talent throughout the organization. (Ex.: If they attend leadership/skill-building workshops, have them deliver what they learned back to the organization.) Organization 17 - WellPoint Industry: Health Insurance Revenue: undisclosed Number of Employees: 40,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Experienced (2-5 years of work experience; including hires from MBA programs) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience)

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What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? <1% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing functional expertise Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) Other – Strengthening leadership pipeline and improving leadership diversity What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for Individual Participants Targeted Development Planning for the Program Cohort Exposure to Management Group Executive Coaching Action Learning Opportunities (team-based) Which development activities have yielded the greatest benefits for your organization? (select top 3) Exposure to Management Group Executive Coaching Action Learning Opportunities (team-based) Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 3-5 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers)

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As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? One should tell them. How do you conduct a high potential program without telling them their status? Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs?

1. Placement rates 2. Retention rates 3. Greater exposure and better decision-making 4. External benchmarking

What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort.

1. Be careful about who you select 2. Good senior business leader sponsorship is critical 3. Good focus on relevant business needs/linkage to business strategy 4. Multi-dimensional approach is important to success

Organization 18 Industry: Professional Services Revenue: $11.9B Number of Employees: 51,262

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Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills Accelerating readiness for a key role in the organization (e.g., Regional Manager, etc.) Accelerating readiness for an individualized assignment (e.g., COO, CFO, etc.) Other – Owning your own career and navigating the organization What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Career Mapping (identify their next 1-3 jobs in the organization) Targeted Development Planning for Individual Participants Targeted Development Planning for the Program Cohort Exposure to Management Group Executive Coaching Action Learning Opportunities (team-based) Which development activities have yielded the greatest benefits for your organization? (select top 3) Targeted Development Planning for Individual Participants Exposure to Management Group Executive Coaching Are your High Potential Leadership Programs global? No

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What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? 6-10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As champions/ambassadors As mentors to participants Other – Guest speakers, panelists Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? 1-2 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? The majority of our programs require that participants have a specific performance rating which is spelled out and communicated during the nomination process. However, we do not say "you are a high performer". This could lead to expectations that may or may not be able to be met. There are legal considerations as well. Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? Performance ratings, promotions, retention

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What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Leadership commitment, involvement and support is key for a program to be successful. Success and return on investment must be defined in order to track the results of the program. Determine clear qualifications and criteria for participants. Organization 19 Industry: Non-Profit/Finance Revenue: N/A Number of Employees: 1,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Mid-level Managers (5-15 years of work experience) Senior Leaders (15+ years of work experience) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 1%-2% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing general leadership skills What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Rotational Assignments Executive Coaching Which development activities have yielded the greatest benefits for your organization? (select top 3) Externally developed Leadership Program (could include speakers, skill building, networking) Internally developed Leadership Program (could include speakers, skill building, networking) Executive Coaching

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Are your High Potential Leadership Programs global? No What is the average per participant budget for your High Potential Leadership Program(s)? <$20,000 How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? <2 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors Do your High Potential Leadership Programs have a defined start and end date? No What is the average duration of your High Potential Leadership Program(s)? No Response Do employees in your company know whether they have been identified as “High Potential?” No Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? No, mobility is not a requirement Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? Short and long-term survey results; movement within the organization What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? On the job assignments and setting clear expectations for outcomes are most critical.

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What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. Leadership commitment, involvement and support is key for a program to be successful. Success and return on investment must be defined in order to track the results of the program. Determine clear qualifications and criteria for participants. Organization 20 Industry: High Tech Infrastructure and Financial Services Company Revenue: $150B Number of Employees: 300,000 Do you have Leadership Development Programs specifically designed for High Potentials? Yes What level(s) of the organization are included in your High Potential Leadership Program(s)? (select all that apply) Entry-level (hired out of undergraduate program) Experienced (2-5 years of work experience; including hires from MBA programs) What percentage of your employee population participates in your High Potential Leadership Program(s) on an annual basis? 2%-5% of your total population What is the primary focus of your High Potential Leadership Program(s)? (select all that apply) Developing functional expertise What types of development activities are included in your High Potential Leadership Program(s)? (select all that apply) Internally developed Leadership Program (could include speakers, skill building, networking) Mentoring Targeted Development Planning for the Program Cohort Rotational Assignments Exposure to Management Group Other – Graded internal curriculum Which development activities have yielded the greatest benefits for your organization? (select top 3) Targeted Development Planning for the Program Cohort Rotational Assignments

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Are your High Potential Leadership Programs global? Yes What is the average per participant budget for your High Potential Leadership Program(s)? Don’t Know How many FTEs support the design, development, delivery, and maintenance of your High Potential Leadership Program(s)? >10 FTE How do you leverage senior leadership to develop you high potentials? (choose all that apply): As facilitators (leaders as teachers) As champions/ambassadors As mentors to participants Do your High Potential Leadership Programs have a defined start and end date? Yes What is the average duration of your High Potential Leadership Program(s)? 2-3 years Do employees in your company know whether they have been identified as “High Potential?” Yes Is there any advice that you would offer to other companies who consider telling their High Potentials their status? No Response Do you require High Potentials to be mobile to work in different office locations? Yes, they must have some geographic mobility Is there any advice that you would offer to other companies who are considering requiring their High Potentials to be mobile? No Response What are 2-3 key metrics you track as a means to measure the impact of your High Potential Leadership Programs? No Response

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What are 2-3 learnings you have had from designing, developing, delivering and/or maintaining a High Potential Leadership Program that you think others could benefit from knowing up front if they are to embark on a similar effort. No Response CONCLUSION This survey indicates that organizations across a wide range of industries have leadership development programs, many of which focus on mid-level managers and senior leaders. A small number of organizations include entry-level employees, and those that have been with the company for a less than five years. While including less seasoned employees could have drawbacks, a key inclusion opportunity exists for organizations to begin looking at their talent pool early on to spot high potentials, and work them into starter programs that can begin further developing them into leaders. The survey also indicates that the majority of organizations do not have global high potential leadership programs. An inclusion opportunity for organizations is to develop programs that are in place in their offices around the globe.