High Potential Talent: One Firm's Approach to HIPO Development

Developing Rising Talent

HIPO Development

Presented by Maurizio Morselli

Development Of HIPOs is a Strategic Priority.

TO:

build strong leadership bench

enhance capability to deliver on future strategy

enable accelerated career progression of rising talent (HI P0tentials)

HIPO Development

Who is a HIPO?: One Co’s Definition HIPO Development

Performing below target

in current job but has

potential for 2 levels or

higher advancement.

(May be new in position)

Performing or above

target in current job

but has potential for

2 levels or higher

advancement

Outstanding

performance way above

target for current job and

has potential for at least

2 levels or higher

advancement.

Performing below

target for current

job & potential for

advancement is

low.

Performing at or above

target for current job

but no potential for

advancement to

higher level.

Outstanding performance in

current job but no potential for

advancement to higher Level.

May be considered a Pro in

position or considered and

recognized either internally or

externally as a functional or

technical expert.

High

Long Term

Potential

Low

Current Performance High Low

Our Target

High

Potentials

(HIPOs)

Who is a HIP0? CLC’s Definition

“A high potential employee is someone with the ability,

engagement, and aspiration to rise and succeed in more

senior and more critical positions” *

HIPO Development

Let’s remember that “performance alone

cannot predict an employee’s potential” *

* Corporate Leadership Council, 2005

How can HIPOs realize their full

potential?

Through on-the-job experiences

Through progressively challenging assignments

Through Senior Management feedback mechanisms and

Through robust external experiential learning

HIPO Development

Our Target HIPOs

Senior HIPOS

Junior HIPOS

HIPO Development

External Learning To Develop Senior HIPOs

High Potential Leadership

(Wharton School) High Impact Leadership

(Columbia U) Emerging Leader Program

(Columbia U) Leadership Development Program

(Center For Creative Leadership) Advanced Leadership Development

(Rutgers Center for Management Development) Leadership Training for High Potentials

(NYU Stern’s) The Voice Of Leadership

(American Management Association) Leadership: Great leaders, Great teams, Great results

(FranklinCovey) Situational Leadership II

(Ken Blanchard Companies) The Leadership Advantage

(Dale Carnegie)

HIPOS

Senior HIPOS

Junior HIPOS

HIPO Development

Senior HIPOS Programs (1) Program High Potential Leader

( The Wharton School)

High Impact

Leadership

(Columbia U)

Emerging

Leader

(Columbia U)

Leadership

Development

Program (CCL)

Length 6 days 6 days 6 days 5 days

Key

Features

Build the Leadership

foundation based on your own

strengths and values

Master strategic business

skills

Optimize potential and

accelerate career progression

Make strategic decisions;

lead change; motivate people

Design your results-driven

action plan

360 feedback

1-1 coaching

Leadership styles

Group dynamics

Managerial decision

making

Managing change &

organizational

performance

360 feedback

1-1 Consultation

Strategy

Formulation

Organizational

Behavior

Negotiations

Conflict

Management

Problem Solving

Self-awareness tools

and activities

Videotaped group

work

Coaching activity

Style assessment

Peer &faculty 1-

1feedback

Charting progress

and actions

Location Philadelphia, PA NYC NYC NC, CO, CA

Investmt. Tuition 11,500 Materials, Meals, Lodging and

Executive Coaching inclusive

Tuition 10,200 Materials, Meals, Lodging

inclusive

Tuition: 9,450 Materials, Meals,

Lodging inclusive

Tuition: 6,800 Materials Included

HIPO Development

Senior HIPOS Programs (2) Program Advanced Leadership

Development

(Rutgers Center for

Management

Development)

Leadership

Training For HIPOS

(NYU)

The Voice Of

Leadership

(AMA)

Length 5 days 2 days 3 days

Key

Features

Emotional Intelligence

Management Styles

Conflict Resolution

Derail or Develop?

360 degree feedback

Critical Challenges

Milestones and Pitfalls:

Advice from an Executive

Coach

Leadership Models

Leadership and Authority

Building Effective Teams

Power , Politics,

Persuasion

Managing Change

Leadership

Communication

Inspiring action and

producing results

Influencing and inspiring

Setting direction

Coaching,

counseling, mentoring

Defusing tension

Location NJ NYC NYC & other locations

Investmt. Tuition 3,500 Materials Include

Tuition 2,500 Materials Included

Tuition 2, 445 Materials Included

HIPO Development

Senior HIPOS Programs (3) Program Leadership: Great

leaders, great teams,

great results

(Franklin Covey)

Situational Leadership II

(The Ken Blanchard

Companies)

The Leadership

Advantage

(Dale Carnegie

Training)

Length 3 days 2 days 3 days

Key

Features

Ineffectiveness of old

school leadership

Building trust

Aligning systems that

drive success

Creating the team-

organization strategic link

The Leadership contract

Diagnosing Self and Team

Adaptive Communication

model

The Flexible Leader (goal

setting, coaching, problem

solving)

Accountability

Leader Action Profile

Creating a Vision

Strategy

Intelligent Risk-Taking

Influencing

Team Leadership

Empowering Others

Recognition

Performance Standards

& Accountability

Location NYC & other locations NYC & other locations Rest of ‘09 :CO, MI, ILL

Investmt. Tuition 1,895 Materials Included

Tuition 1, 895 Materials Included

Tuition 1,895 Materials Included

HIPO Development

External Learning To Develop Junior HIPOs

Improving Your Managerial Effectiveness

(AMA)

Moving from Operational Manager to Strategic Thinker (AMA)

Foundations Of Leadership (CCL)

Leadership Training For Managers (Dale Carnegie)

Disney’s Approach to Leadership Excellence (Disney Institute)

HIPOS

Senior HIPOS

Junior HIPOS

HIPO Development

Junior HIPOS Programs(1) Program Foundations Of Leadership

(CCL)

Improving Your Managerial

Effectiveness

(AMA)

Moving from

Operational Manager

to Strategic Thinker

(AMA)

Duration 3 days 3 days 3 days

Key Features Multi-rater assessment

Influence (videotaped exercise)

Derailment

Navigating relationships;

conflict; interpersonal needs

One-on-one w/ coach

Peer feedback

Individual goal development

Behavioral Profile Matrix

Managing Teams

Moving from Boss To Coach

Transformational coaching

Managing Conflict

Managing Motivation and

Growth

Operational and Strategic

skills

Strategic thinking, SWOT

and operational reality

Encouraging Innovation

ID key strengths and

weaknesses of your work

group

Persuasion and

influencing

Location NC, CO, CA NYC (& other locations) NYC(& other locations)

Investment Tuition: 3,700 Materials Included



HIPO Development

Junior HIPOS Programs(2) Program

Disney’s Approach To Leadership

Excellence

(Disney Institute)

Leadership training For Managers

(Dale Carnegie)

Duration 4 days Meets 7 consecutive afternoons (i.e. every

Monday; 5:30-8:30pm)

Key Features Vision, Creativity and Communication

Leadership Values and Strategies

Change, Active Partnering and Team

Success

Implementing Change (personal and

organizational)

Commitment and Challenge to Make a

Dramatic Leap

Developing a Vision

Developing Strategy

Risk Taking

Influencing Skills

Gaining Cooperation

Leading a Team

Empowering Others

Performance Management

Location Various Disney Locations Locations Vary ( for ’09 only AZ)

Investment Tuition: 3,995

Materials Included


HIPO Development

Another Approach to Consider:

HIPO Development via a Company customized program*

Sunday

Welcome/Intros

Expectations

Monday

Leadership

Tuesday

Getting Your

people on the

bus

Wednesday

Focus and

Discipline

Thursday

Innovation and

Creativity

Self-Assessment

Debrief (sent as

assignment)

Co.-specific Business

Simulation

Engaging the

hearts and minds

of your staff

Creating a culture of

Discipline and

Delivery

Innovation and

Creativity workshop

On Becoming/Being a

Leader

Coaching for

Success

Lean Thinking

Simulation

(6 Sigma?)

Closing Activity

Team activity &

learning

Evening:

Challenge

Assignment

Facilitating intergroup

communication

Evening:

Strategy

Evening: Personal

Development

Planning

HIPO Development

* This is only a generic example; program content can be adjusted based on target HIPO Group

HIPO Development

Pros and Cons of External and Custom Approaches

EXTERNAL PROS

Readily Available

Mingle and network outside your industry

Proven Faculty/University Resources

CONS

Can be costly

Some are out of town

Sometimes not with peers

INTERNAL/CUSTOM PROS

Very Specific to JDRF

Be with own peers/colleagues

Could Save by using in-house facility (although not recommended)

CONS

Limited exposure to outside peers

Can take long to develop

Must find proven faculty

PLANNING

(For discussion purposes)

HIPO Development

Assessment/Review

Acting On

Development

Actions

Organizational

Risk

Assessment

Communication

Does Exec. Team agree with names on current potential/ performance matrix?

Can each exec. Make a valid business case for each HiPO?

Are there departure risks we need to act on immediately

Do we know the “Talent-Gaps” within the VP?

Do we understand potential “derailment factors”?

Have we assessed the critical business processes that would be interrupted if a position were left vacant?

Messaging to HiPOS (balancing recognition, to create excitement and retention, without over promising)

Decide on best way to position to all (HIPOS & Organization)

We have identified some potential external programs; Decide on most valuable content for our HIPOS

What type of development actions are we prepared to support (Pre and Post learning event? i.e. leadership by example)

High Potential Candidate Criteria:1a

(1a,b,c+2)

1a. Exhibits exceptional career potential through:

• Demonstrated superior (best-in-class) leadership traits

• Enacted substantial improvements in area of responsibility.

• Demonstrated rapid learning and superior performance in new

assignments.

• Exercised initiative by acting on own to isolate and solve problems

without directions to do so.

• Self-imposed actions to learn more about positions other than his or

her own.

HIPO Development

Rate each of the HIPO Candidate Criteria using the following scale:

0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration

Specific , observed examples from candidate’s work history:________________________________________________

________________________________________________________________________________________________

________________________________________________________________________________________________

High Potential Candidate Criteria:1b

(1a,b,c+2)

1b. Exhibits exceptional career potential through:

• Demonstrated desire to accomplish tasks ahead of his or her own

personal interests.

• Exhibited strong interpersonal skills.

• Demonstrated quality of mind and persistence to do root cause

analysis of complex situations.

• Demonstrated more than usual understanding in relating own position

and function to that of the total organization and its interaction with other

functions.

HIPO Development




________________________________________________________________________________________________

________________________________________________________________________________________________

1c. Exhibits exceptional career potential through:

• Exhibited drive, initiative and assertiveness where required and

appropriate.

• Strong goal orientation and organizational commitment.

• Demonstrated openness to learning from new experience, AND

– Demonstrated ability to receive constructive feedback or coaching

with an openness to change AND

– Demonstrated ability to change own behavior in response to

feedback or coaching.

HIPO Development

High Potential Candidate Criteria:1c

(1a,b,c+2)




________________________________________________________________________________________________

________________________________________________________________________________________________

High Potential Candidate Criteria : 2

(1a,b,c+2)

2. Must possess a performance appraisal rating of OUTSTANDING

for the past two years.

HIPO Development

Developing Rising

Talent

HIPO Development

Presented by Maurizio Morselli

High Potential Talent: One Firm's Approach to HIPO Development

Business

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