“An employee’s potential sets the upper limits of his or her development range — the more potential they have, the quicker and cheaper it is to develop them.”, as pointed out by Tomas Chamarro-Premuzic. Identifying and nurturing high-potential employees isn't just a task—it's an art form that distinguishes exceptional leaders from average managers. The ability to recognize and cultivate these potential leaders is what propels organizations forward, fuels innovation, and solidifies a robust succession pipeline. With the right strategies, you can turn today's high-potential staff into tomorrow's leaders.
What is a high-potential employee?
At its core, a high-potential employee is someone who has the ability and aspiration to rise and succeed in more senior or critical positions within the organization. These individuals are not just performers; they are the multipliers, enhancing the performance of their peers and, by extension, the company itself. What sets them apart is not just their current achievements but their long-term capacity to grow and take on large roles.
Understanding the definition is crucial, but the real challenge lies in the identification and strategic development of these individuals. Let's delve into how we can spot and shape the future leaders of our organization.
5 ways to identify high-potential employees
1. Look for leadership potential
Leadership potential is often veiled behind less conspicuous traits. Key behaviors to observe include:
- Initiative: Going beyond job descriptions to address unmet needs.
- Influence: Ability to persuade and motivate others effectively.
- Vision: Seeing the bigger picture and aligning efforts towards organizational goals.
2. Assess their ability to adapt
Change is the only constant in today's business world. Adaptability is the “New competitive advantage” because high-potential employees thrive on change and often lead the charge. Assessing adaptability involves observing how employees respond to shifts such as new technologies, organizational restructuring, or market-driven changes. Those who adjust quickly and remain effective are your high potentials.
Insider Tip: Look for employees who approach change with enthusiasm and a learning mindset, rather than resistance.
3. Evaluate their ability to innovate
Innovation is the engine of growth in any industry. High-potential employees often display a distinct capacity for creativity and problem-solving. They don't just follow processes; they rethink and improve them. According to McKinsey, companies that systematically measure and manage innovation outperform their peers, making innovation an essential focus for growth. For instance, an employee who devised a cost-effective solution that significantly reduced the time for a critical workflow demonstrated clear high-potential traits.
Insider Tip: Foster an environment where innovative ideas are welcomed and tested, allowing high potentials to showcase their capabilities.
4. Consider their ability to work well with others
Collaboration is key in complex corporate ecosystems. High potentials are adept at working across boundaries and harnessing the strengths of diverse teams to achieve business objectives. They build strong relationships and are skilled at conflict resolution. A study conducted by Stanford a few years ago revealed that simply believing one is collaborating on a task can significantly enhance performance. Participants who felt they were working together on a task persisted 64% longer than those working alone and reported greater engagement and lower fatigue levels
Insider Tip: Observe how employees are perceived by their colleagues. Respect and influence within peer groups are strong indicators of potential.
5. Look for a strong work ethic
A strong work ethic often underpins high performance. High potentials demonstrate persistence, dedication, and a high level of energy towards their tasks. They are self-motivated and often set high standards for themselves and their work.
Insider Tip: Notice who puts in the extra effort to ensure a project exceeds expectations, not just meets them.
How to develop high-potential employees
Once identified, the next step is to strategically develop these high potentials to prepare them for future leadership roles. Here’s how:
1. Offer stretch assignments
Stretch assignments challenge employees beyond their current knowledge and skills, forcing them to grow. These projects should be complex, unfamiliar, and somewhat risky, yet with adequate support to foster learning and development.
2. Provide a mentor or coach
Mentorship is invaluable for personal and professional growth. Pairing high potentials with experienced mentors or coaches not only facilitates knowledge transfer but also accelerates their development through guided insights and feedback.
3. Give them opportunities to network
Networking, both internally and externally, exposes high potentials to new ideas and perspectives, fostering innovation and strategic thinking. Encourage attendance at key conferences and participation in cross-functional projects.
4. Provide them with leadership training
Structured leadership programs equip high potentials with the necessary skills to navigate complex organizational dynamics and lead teams effectively. These programs should cover strategic thinking, emotional intelligence, decision-making, and more. Click here to read more about how leadership training can benefit your organization.
The bottom line
Developing high-potential employees is an investment in the organization’s future. By effectively identifying and nurturing these individuals, companies not only enhance their talent pipeline but also ensure that they remain competitive in an ever-evolving business landscape. Remember, the goal isn't just to fill leadership positions but to fill them with leaders who are truly prepared to propel the organization to new heights. Cultivating high potentials is more than a business strategy; it's a commitment to the future leadership and sustainability of your organization.
