What Makes A High-Potential?

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1 © 2014 SHL, a part of CEB. All rights reserved. WHAT MAKES A HIGH-POTENTIAL? Quite possibly not what you think

description

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?

Page 1: 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

Page 2: What Makes A High-Potential?

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.

Page 3: What Makes A High-Potential?

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

Page 4: What Makes A High-Potential?

4 © 2014 SHL, a part of CEB. All rights reserved.

Very high

Page 5: What Makes A High-Potential?

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Very high

2X REVENUE AND PROFIT GROWTH FOR ORGNIZATIONS WITH A STRONGER LEADERSHIP STRENGTH

However…

Page 6: What Makes A High-Potential?

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1 IN 7 ONLY

THIS IS THE

UNCOMFORTABLE TRUTH

ABOUT MOST HiPos…

HIGH PERFORMERS ARE HIGH-POTENTIALS

The uncomfortable truth about most HiPos

Page 7: What Makes A High-Potential?

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

Page 8: What Makes A High-Potential?

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

Page 9: What Makes A High-Potential?

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5 6

HR is dissatisfied and lacks confidence

OUT OF

HR PROFESSIONALS ARE DISSATISFIED WITH THEIR HiPo PROGRAMS

Page 10: What Makes A High-Potential?

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

Page 11: What Makes A High-Potential?

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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

Page 12: What Makes A High-Potential?

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?

Page 13: What Makes A High-Potential?

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?

Page 14: What Makes A High-Potential?

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

Page 15: What Makes A High-Potential?

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

Page 16: What Makes A High-Potential?

16 © 2014 SHL, a part of CEB. All rights reserved.

HiPo identification: There is a way – the CEB way

1

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A decade of experience

Analysis of our talent analytics database of 6.6 million people globally

Page 17: What Makes A High-Potential?

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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

Page 18: What Makes A High-Potential?

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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

Page 19: What Makes A High-Potential?

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ASSESSING CANDIDATES BY ASPIRATION, ABILITY AND ENGAGEMENT

Page 20: What Makes A High-Potential?

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.

Page 21: What Makes A High-Potential?

21 © 2014 SHL, a part of CEB. All rights reserved.

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