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

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.

HR Professionals and managers responsible for identifying and developing high potentials.

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

Silzer, R. & Church, A.H. (2009). The pearls and perils of identifying potential. Industrial and Organizational Psychology, 2, 377-412.

		Rose Mueller-Hanson PDRI View Profile

		Neta Moye PDRI View Profile