Recent research from The Corporate Executive Board (CEB) shows that
organizations with strong bench strength have double the rate of revenue
and profit growth compared to peers with weaker bench strength.
Meanwhile, separate CEB research shows that turnover for high potentials has been rising for the past few years, suggesting an
increased need for high potential development programs that are effective at building bench strength and retaining high potentials.
The following benefits aren't theoretical - these are the benefits our clients are documenting with participant pre- and post-program surveys, feedback from managers and HR.
Retention - participants report the program has had a significant impact on their commitment to staying with the organization
Job satisfaction - Gaining an objective perspective and learning new ways to maneuver and influence others to get results are consistent statements
Readiness - Many participants of our High Potential Development program are promoted by the end of the formal program or shortly after. Their ability to take on a new role or new responsibilities without a single misstep speaks to our focus on readiness.
We recognize defining the characteristics of a strong
bench is level-dependent. We recommend designing high potential
development programs for three levels within your organization: 1) Level
One: high-potential non-managers and recently promoted new managers 2)
Level Two: managers 3) Level Three director and above executives.
A
high potential development program needs to have clear objectives. The
following examples reflect different objectives based on job levels:
Level One
Level Two
Level Three
Self Awareness
Practice and knowledge executing key executive management skills, strategic business thinking, action planning and leadership skills.
Rotation assignment to specific business functions, including
Engineering/Software Development, Sales, Marketing, Operations, Customer
Services, and Finance management in an effort to achieve certain
business objectives.
Key Success Skills
Interpersonal Skills
Knowledge of all the company's current product lines and markets,
their financial performance to date, and strategic growth plans.
Role Effectiveness
Championing innovative ideas and initiatives, and driving real business results.
Knowledge and execution of key executive management skills, such as
strategic business thinking and action planning, championing of
innovative ideas and initiatives, and driving for real business results
in multiple businesses as evidenced by past business success.
Organizational Influence skills including cross-functional team success and change management strategies and methods
Knowledge and interaction with business functions
Broaden knowledge of company's current product lines and markets,
their financial performance to date, and strategic growth plans.
We offer custom-designed high-potential development programming to deliver best-in-class development that seamlessly integrates with your internal capabilities. We offer both cohort-level programming and one-on-one coaching delivered by world-class coaches. We've combined the best methods for learning and development to deliver a high-touch, high-ROI high potential development solution.
Recent research from The Corporate Executive Board (CEB) shows that
organizations with strong bench strength have double the rate of revenue
and profit growth compared to peers with weaker bench strength.
Meanwhile, separate CEB research shows that turnover for high potentials has been rising for the past few years, suggesting an
increased need for high potential development programs that are effective at building bench strength and retaining high potentials.
