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TALENT MANAGEMENT


THE KEYS TO MANAGING HIGH POTENTIALS IN BUSINESS!

October 31, 2021

Some people have an extraordinary destiny. We talk about High Potentials in
companies, but if it is already not easy to recognize them, it is even less easy
to motivate them and accompany them in order to take advantage of them, to the
best of their abilities. What is a high potential candidate? How to identify
them? And how do you retain them?



DO NOT CONFUSE "HIGH POTENTIAL" WITH "TALENT

First of all, you need to distinguish between a high potential candidate and a
talent, although both terms are often used to refer to the same people. A
high-potential candidate is defined as a person who is likely to become a leader
in the company, because of his or her profile or performance. This kind of
individual is of course a talented person, but not the only one.

Thus, High Potentials are just like their simply talented colleagues, able to
adapt to a new environment or context. They are efficient and focused on the
objective set for them. They perform well, are committed and are not afraid to
take responsibility. But in addition, HiPo (High Potential) or HP individuals
have a natural leadership that suggests they are capable of taking on top
management roles. They are charismatic, know how to manage people, and are able
to have an overview of the different levels of the organization. High-potential
candidates are quickly bored and have a constant need to learn, to store up new
information and to develop new skills. They only dream of new challenges, are
curious by nature, are much more productive than the average person and have
unlimited ambition.


WHAT ARE THE REASONS FOR IDENTIFYING HIGH POTENTIAL CANDIDATES?

It is vital for an organisation to be able to identify HiPo (High Potential)
individuals, as they have many advantages:

- They make the company much more successful by significantly improving its
results and profits, or by optimizing its talents;

- They are risk-takers, creative, optimistic and able to inspire their
colleagues;

- They have a highly developed faculty of observation which allows them to
anticipate and to face up to transformations as well as conflicts;

- They bring new ideas and know how to find opportunities before anyone else;

- They are capable of becoming the company's leaders in the long term because
they know the ins and outs of the company, have earned the trust of the
employees and know how to analyze the markets.


TOOLS FOR IDENTIFYING HIGH POTENTIAL CANDIDATES

Each company has its own method of identification and its secrecy does not favor
the homogeneity of the process. We recommend that you accept that your tool will
improve over time, since it is based on the observation of behaviors and their
correlations with the paths taken.

We propose several questions to define the skills behavioral patterns common to
your high-potential population:

 * Does one of your employees have an unusual personality? Are they friendly and
   curious by nature? Are they thirsty for knowledge? Can they quickly and
   appropriately analyse the more or less complex situations they encounter?
 * Is he able to step back and make the right decision? Can he or she detect
   opportunities before anyone else? Is he/she willing to question
   himself/herself and to constantly look for ways to improve?  

You can use other tools such as role-playing, situational exercises or the
assessment center.

To objectively detect high potential employees, you can rely on the continuous
assessment of skills in order to avoid waiting for the annual interview. This
assessment will be one of the bases of your people reviews, or career
committees. During this joint exercise with the managers and directors of the
Business Units, you will establish a matrix like the one below, which will
facilitate the management of high potentials and their support.


A "9 Boxes" matrix commonly used to identify high potentials


ACCOMPANIMENT AND RETENTION OF HIGH POTENTIALS!

Identifying "HiPo" individuals is a first step that needs to be completed by an
adapted support in order to give them the visibility they expect from the
company...

Here are our tips:

 * To help this population to know their assets and their axes of progression on
   their current role
 * Promote cross-cutting discovery paths
 * Helping high potentials to experience different levels of responsibility
 * Structure your HR development around the notion of cross-skilling and thus
   provide a varied range of skills
 * Provide a platform of internal opportunities that highlight the skills needed
 * Set up a mentoring system through which they will benefit from a form of
   skills development. skills
 * Conduct feedback at each iteration in order to demonstrate the value of the
   job discovery programs
   


Discover our Talent Management platform


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THE KEYS TO MANAGING HIGH POTENTIALS IN BUSINESS!

How to detect and retain employees called High Potentials? Discover the method,
the best practices and the tools to manage "HiPos".
Talent Management
Louis Lépinette
Summary:
Do not confuse "high potential" with "talent
Tools for identifying high potential candidates
Accompaniment and retention of High Potentials!
Like Natixis, involve your talents and create unique trajectories
Request a demo


Some people have an extraordinary destiny. We talk about High Potentials in
companies, but if it is already not easy to recognize them, it is even less easy
to motivate them and accompany them in order to take advantage of them, to the
best of their abilities skills. What is a high potential candidate? How to
identify them? And how do you retain them?



DO NOT CONFUSE "HIGH POTENTIAL" WITH "TALENT

First of all, you need to distinguish between a high potential candidate and a
talent, although both terms are often used to refer to the same people. A
high-potential candidate is defined as a person who is likely to become a leader
in the company, because of his or her profile or performance. This kind of
individual is of course a talented person, but not the only one.

Thus, High Potentials are just like their simply talented colleagues, able to
adapt to a new environment or context. They are efficient and focused on the
objective set for them. They perform well, are committed and are not afraid to
take responsibility. But in addition, HiPo (High Potential) or HP individuals
have a natural leadership that suggests they are capable of taking on top
management roles. They are charismatic, know how to manage people, and are able
to have an overview of the different levels of the organization. High-potential
candidates are quickly bored and have a constant need to learn, to store up new
information and to develop new skills. skills. They only dream of new
challenges, are curious by nature, are much more productive than the average
person and have unlimited ambition.


WHAT ARE THE REASONS FOR IDENTIFYING HIGH POTENTIAL CANDIDATES?

It is vital for an organisation to be able to identify HiPo (High Potential)
individuals, as they have many advantages:

- They make the company much more successful by significantly improving its
results and profits, or by optimizing its talents;

- They are risk-takers, creative, optimistic and able to inspire their
colleagues;

- They have a highly developed faculty of observation which allows them to
anticipate and to face up to transformations as well as conflicts;

- They bring new ideas and know how to find opportunities before anyone else;

- They are capable of becoming the company's leaders in the long term because
they know the ins and outs of the company, have earned the trust of the
employees and know how to analyze the markets.


TOOLS FOR IDENTIFYING HIGH POTENTIAL CANDIDATES

Each company has its own method of identification and its secrecy does not favor
the homogeneity of the process. We recommend that you accept that your tool will
improve over time, since it is based on the observation of behaviors and their
correlations with the paths taken.

We propose several questions to define the skills behavioral patterns common to
your high-potential population:

 * Does one of your employees have an unusual personality? Are they friendly and
   curious by nature? Are they thirsty for knowledge? Can they quickly and
   appropriately analyse the more or less complex situations they encounter?
 * Is he able to step back and make the right decision? Can he or she detect
   opportunities before anyone else? Is he/she willing to question
   himself/herself and to constantly look for ways to improve?  

You can use other tools such as role-playing, situational exercises or the
assessment center.

To objectively detect high potential employees, you can rely on the continuous
assessment of skills in order to avoid waiting for the annual interview. This
assessment will be one of the bases of your people reviews, or career
committees. During this joint exercise with the managers and directors of the
Business Units, you will establish a matrix like the one below, which will
facilitate the management of high potentials and their support.


A "9 Boxes" matrix commonly used to identify high potentials


ACCOMPANIMENT AND RETENTION OF HIGH POTENTIALS!

Identifying "HiPo" individuals is a first step that needs to be completed by an
adapted support in order to give them the visibility they expect from the
company...

Here are our tips:

 * To help this population to know their assets and their axes of progression on
   their current role
 * Promote cross-cutting discovery paths
 * Helping high potentials to experience different levels of responsibility
 * Structure your HR development around the notion of cross-skilling and thus
   provide a varied range of skills
 * Provide a platform of internal opportunities that highlight the skills needed
 * Set up a mentoring system through which they will benefit from a form of
   skills development. skills
 * Conduct feedback at each iteration in order to demonstrate the value of the
   job discovery programs
   


Discover our Talent Management platform


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