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How to separate performance from potential in identifying your true “HiPo’s”

Topic:
How to separate performance from potential in identifying your true “HiPo’s”
Date:
May 8, 2012 at 3:30 - 4:30 PM ET
Presenters:
Rose Mueller-Hanson, Manager, Leadership and Organizational Consulting(PDRI)
Neta Moye, Principal Research Scientist(University Of Maryland)
webcastImgVirtual
Description
To build a robust talent pipeline, many organizations place a great deal of emphasis on identifying and developing high potentials. By identifying those with the greatest potential, organizations can differentially invest; focusing development where it will get the biggest return over the long haul. The challenge is – who really are those with the greatest potential? Who will, with proper development, have the greatest sustained success?

The nickname for these individuals with the greatest potentials is often “HiPo’s”, where “HiPo” is defined as employees who have high current performance coupled with high future potential. The problem is that performance colors perceptions of potential, and vice versa. Once an employee’s performance falters, we start to question their potential for the next move. There is the possibility for the mirror image as well; when we have someone we really think has great potential, we may see their performance in a move favorable light. These errors lead to two problems – those identified as “HiPo’s” who truly aren’t (so we overinvest), and those identified as not being a HiPo who truly are (so we under invest).

The challenge is separating the judgment of performance from the judgment of potential. This is extremely difficult, if not impossible, to do with managerial judgments. The solution is leveraging a source other than managerial judgment for assessing potential. Building this solution requires answering three questions: 1) what are the markers of potential; 2) what assessment tools can we align to these markers of potential; and, 3) how will we integrate data from all assessments to make final decisions about who are our true “HiPo’s. In this presentation, we will share research and best practices regarding answers to each of these questions, as well as tools and processes to help build a solution unique to your organization.
Who Should Participate
HR Professionals and managers responsible for identifying and developing high potentials.
What You Will Learn
In this webinar, participants will gain insight into research and best practices regarding: •The most common markers of potential •How assessment types map to markers of potential •Options for integrating assessment data in talent management discussions
Recommended Resources
Silzer, R. & Church, A.H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2, 377-412.
Communities
Leadership
Performance Management
PM Succession Planning
Leadership Assessments
Succession Planning
Selection
Presented by
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Rose Mueller-Hanson
PDRI

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Neta Moye
University Of Maryland

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Event Sponsors
PDRI
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Name Comment Rating
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5 / 5
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4 / 5
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3 / 5
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4 / 5
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3 / 5
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Wish she wouldn't have ignored my questions. 5 / 5
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5 / 5
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5 / 5
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Refreshing presentation easy to understand and moved at a good pace even though a lot of useful information was shared. HR.com has scored again in selecting Neta! Good job. 5 / 5
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This is the BEST presentation I have attended so far this year. I have gotten so much new information on understanding Hi-pos. 5 / 5
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4 / 5
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Edison Electric Institute
Excellent job. I think that this is the best webinar I have attended. I liked the concept of considering validity acceptability and feasibility as considerations in designing the system. 5 / 5
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4 / 5
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