In today’s economic environment, more than ever, organizations need high-potential employees to fill leadership roles. But how do you know who has the potential to rise to the top? Spoiler alert, it is not always the best performers. How can you identify and nurture these individuals so that they reach their full leadership potential?
The first step in developing high-potential talent is evaluating your current employee base.
Take a look at factors such as job performance, customer feedback, team dynamics, and technical skills when assessing an individual’s potential.
But don’t stop there. Even more important are the less tangible indicators such as learning ability and desire, aspirations (both wanting advancement and being willing to do what it takes to get there), problem solving ability, leadership aptitude, and ability to win.
Once you have identified your high-potential candidates, it’s important to continually develop and assess them in order to ensure they are ready for a leadership role.
It is crucial for an organization, the leader, and the employee to jointly develop strategies for helping them reach their full potential.
A clear development strategy helps employees visualize their long-term career plans by setting goals and breaking them down into smaller milestones along the way. This not only helps develop them, but it also keeps them engaged and excited for the next opportunity.
Many of us have felt the pain of losing a rising star, keeping them fully in the loop on where they stand helps prevent that pain in the future.
A good development plan is a mix of educational opportunities, experiential learning, and internal and external coaching and mentoring.
We tend to think mostly of educational opportunities (seminars, webinars, conference-ars, you get the idea) but most successful leaders will look back and point to the experiences they had as the key to their growth.
Combining a challenging crucible role with good external and internal mentoring is the most powerful means of both developing and assessing a high potential.
Developing high potentials is essential, not only for an organization’s future, but for its present. A true high potential will add great value at every stage of their development.
It requires leaders to take time for development, but the return on this time makes it time well spent.
By following these steps carefully, organizations can set themselves up for success by ensuring that their future leaders are equipped with all of the necessary skills needed to succeed….today and tomorrow!
Wade
P.S.
You know that coaching is important for developing high potential employees into future leaders, but it’s hard to find the time or resources to do it.
Coaching can be a challenge, but we all know that it’s worth it. The right coaching can help your high potentials reach their full potential and take your company to new heights.
Aim to Win Executive Coaching is the answer. We provide one-on-one coaching for your high potential employees, so you can focus on what you’re good at – running your business. With over 25 years of experience, I can help your high potentials grow into great leaders, so you can continue to win in your industry!
I would love to meet your high potentials. Sign up for your FREE coaching strategy session today right HERE.