High Potential Talent


What are the different methods and matrices we can use to identify high-potential talent? What are some development opportunities examples for HIPOs?


What are the different methods and matrices we can use to identify high-potential talent?

There are several methods and matrices that organisations can use to identify high-potential talent:

1. Performance vs Potential Matrix: This matrix assesses an employee’s current performance against their potential to determine if they have the ability to take on higher-level roles in the future.

2. 9-Box Grid: This is a popular tool used to assess an employee’s performance and potential. The grid is divided into three sections based on performance (low, medium, high) and potential (low, medium, high).

3. Behavioral Assessment: This method assesses an employee’s behaviors and personality traits to determine if they have the potential to take on leadership roles in the future.

4. Succession Planning: This involves identifying key positions within an organization and developing a plan to prepare employees for those roles.

5. Talent Reviews: This involves regularly reviewing and assessing employees’ skills, competencies, and potential to identify high-potential talent.

These methods can be used individually or in combination to identify high-potential talent within an organization. It is important to note that high-potential employees should be given development opportunities and support to help them reach their full potential.


How does your organisation identify HIPOs?

Performance/Potential Matrix: 17.65%

9-Box Grid: 17.65%

Succession Planning: 23.53%

Talent Reviews: 23.53%

We don’t identify HIPOs: 17.65%


What are some development opportunities examples for HIPOs?

Here are some development opportunities examples for high-potential employees (HIPOs):

1. Stretch Assignments: Assigning HIPOs projects or tasks that are beyond their current responsibilities can help them develop new skills, gain experience, and build confidence.

2. Mentoring or Coaching: Pairing HIPOs with experienced mentors or coaches can provide them with guidance and support as they navigate their career paths.

3. Leadership Training: HIPOs can benefit from leadership training programs to develop skills such as communication, decision-making, and strategic thinking.

4. Cross-Functional Training: Providing HIPOs with opportunities to work in different departments or functions can help them gain a broader perspective of the organization and develop new skills.

5. Job Shadowing: Allowing HIPOs to shadow senior executives or other high-performing employees can provide them with valuable insights into the roles they aspire to and help them learn from those who have already achieved success.

6. Conferences and Seminars: Encouraging HIPOs to attend conferences and seminars can expose them to new ideas and best practices, as well as provide them with networking opportunities. It’s important to remember that development opportunities should be tailored to the individual needs of each HIPO. By investing in their development, organizations can help HIPOs reach their full potential and contribute to the success of the organization.


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