Selecting High Potentials

High potential employees sometimes derail before reaching their full potential. By using our assessment techniques described above we help identify your high potential employees. The assessment process helps us to help them understand what their strengths and developmental opportunities are and how to develop those areas of opportunity. We also identify potential derailers and help the employee understand how to avoid those behaviors.

More than ever, organizations are waging a war for top talent and vying to identify and retain their best and most promising members. Unfortunately, high potential employees sometimes derail before reaching their full potential, too often because the organization is not adequately matching role opportunities with capabilities. By using the right mix of assessment techniques, we help identify your high potential employees. The assessment process helps them understand what their strengths and developmental opportunities are and how to develop those areas of opportunity. We also identify potential derailers and help the employee understand how to avoid those behaviors.

Example. A global consumer products company retained us to help identify and develop high potential global Marketing leaders and provide them with feedback to ensure promotion to high-level leadership roles. We implemented an offsite that began with pre-work consisting of a 360 survey, a manager assessment of technical skills, a personality measure and a cognitive ability measure. Then, an Assessment Center would take place, consisting of six role-play simulations followed by a 90-minute feedback session on site. A few weeks later a report was sent to all participants, which was followed by a coaching call with both a coach and the manager on the call. The outcome of the process was a focused development plan emphasizing key strengths and developmental opportunities to be shared with the manager, who would be tasked with providing stretch opportunities aligned with the person’s development needs.