What Makes A High-Potential?
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High-potential employees are the future leaders of your organisation and twice as valuable as other employees. Based on a decade of research and analysis from 6.6m staff assessments, "The HR Guide to Identifying High-Potentials" is a comprehensive look at everything you need to know to help your HiPo programme succeed.
Transcript of What Makes A High-Potential?
1 © 2014 SHL, a part of CEB. All rights reserved.
WHAT MAKES A HIGH-POTENTIAL? Quite possibly not what you think
2 © 2014 SHL, a part of CEB. All rights reserved.
The stakes are high DID YOU KNOW HIGH-POTENTIALS ARE TWICE AS VALUABLE TO YOUR ORGANIZATION? THEY SHOULD BE.
3 © 2014 SHL, a part of CEB. All rights reserved.
The stakes are high
HiPos ARE
2X MORE VALUABLE THAN OTHER STAFF
DID YOU KNOW HIGH-POTENTIALS ARE TWICE AS VALUABLE TO YOUR ORGANIZATION? THEY SHOULD BE. THEY ARE YOUR LEADERS OF THE FUTURE
4 © 2014 SHL, a part of CEB. All rights reserved.
Very high
5 © 2014 SHL, a part of CEB. All rights reserved.
Very high
2X REVENUE AND PROFIT GROWTH FOR ORGNIZATIONS WITH A STRONGER LEADERSHIP STRENGTH
However…
6 © 2014 SHL, a part of CEB. All rights reserved.
1 IN 7 ONLY
THIS IS THE
UNCOMFORTABLE TRUTH
ABOUT MOST HiPos…
HIGH PERFORMERS ARE HIGH-POTENTIALS
The uncomfortable truth about most HiPos
7 © 2014 SHL, a part of CEB. All rights reserved.
The uncomfortable truth about most HiPos
46% OF LEADERS FAIL TO MEET THEIR BUSINESS OBJECTIVES IN A NEW ROLE
8 © 2014 SHL, a part of CEB. All rights reserved.
The uncomfortable truth about most HiPos
46% OF LEADERS FAIL TO MEET THEIR BUSINESS OBJECTIVES IN A NEW ROLE
55% WILL DROP OUT OF THE HiPo PROGRAM WITHIN 5 YEARS
9 © 2014 SHL, a part of CEB. All rights reserved.
5 6
HR is dissatisfied and lacks confidence
OUT OF
HR PROFESSIONALS ARE DISSATISFIED WITH THEIR HiPo PROGRAMS
10 © 2014 SHL, a part of CEB. All rights reserved.
HR is dissatisfied and lacks confidence
HR PROFESSIONALS ARE DISSATISFIED WITH THEIR HiPo PROGRAMS
50% OF HR PROFESSIONALS LACK CONFIDENCE IN THEIR HiPo PROGRAM
5 6 OUT OF
11 © 2014 SHL, a part of CEB. All rights reserved.
Issues you’ll uncover 1
2
3
4
5
6
HR and Line of Business is unconvinced
Dissatisfaction with the quality of people
People don’t make it through the program
A lack of candidate motivation
Failure to meet business objectives
Criteria for selection is simply subjective
12 © 2014 SHL, a part of CEB. All rights reserved.
Choosing HiPos can be hard MEET 7 HIGH PERFORMERS
How do you choose the high-potential from this line up?
13 © 2014 SHL, a part of CEB. All rights reserved.
Choosing HiPos can be hard
FINDING IT HARD? YOU WONT DO IT RELIABLY WITHOUT A STRUCTURED, ASSESSMENT-BASED AND DATA-DRIVEN ANALYTICAL VIEW
MEET 7 HIGH PERFORMERS
How do you choose the high-potential from this line up?
14 © 2014 SHL, a part of CEB. All rights reserved.
Assumption is no longer good enough!
46% OF ORGANIZATIONS DON’T HAVE A SYSTEMATIC PROCESS FOR IDETIFYING HiPos
15 © 2014 SHL, a part of CEB. All rights reserved.
Assumption is no longer good enough!
1 IN 3 ORGANIZATIONS USE HARD ASSESSMENT DATA TO IDENTIFY HiPos
ONLY
46% OF ORGANIZATIONS DON’T HAVE A SYSTEMATIC PROCESS FOR IDETIFYING HiPos
16 © 2014 SHL, a part of CEB. All rights reserved.
HiPo identification: There is a way – the CEB way
1
2
A decade of experience
Analysis of our talent analytics database of 6.6 million people globally
17 © 2014 SHL, a part of CEB. All rights reserved.
Meet the new definition of high-potential
10 YEARS OF DATA SHOWS THERE IS A WAY TO CHOOSE THE RIGHT HiPo
A HiPo employee is a proven high performer with three distinguishing attributes that allow them to rise to and succeed in more senior, critical positions:
1
2
3
ASPIRATION To rise to senior roles
To be more effective in more responsible and senior roles
To commit to the organization and remain in challenging roles
ABILITY
ENGAGEMENT
18 © 2014 SHL, a part of CEB. All rights reserved.
which serves to identify 3 key risks to your HiPo program:
The risk that candidates will fail to achieve a senior position 1
2
3 The risk of diluting your benchstrength through people leaving and going to the competition
The risk you don’t produce the quality of employee who will be effective in a more senior role
…
19 © 2014 SHL, a part of CEB. All rights reserved.
ASSESSING CANDIDATES BY ASPIRATION, ABILITY AND ENGAGEMENT
20 © 2014 SHL, a part of CEB. All rights reserved.
Meet the real High-Potential
MEET THE REAL HiPo This candidate has the right combination of aspiration, engagement and ability. She matches the clear description of attributes required for a HiPo to become an effective manager and future leader.
21 © 2014 SHL, a part of CEB. All rights reserved.
Want to know more?
Feel free to get in touch anytime. www.ceb.shl.com | [email protected]
Download your free eBook: The HR Guide to Identifying High-Potentials
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