Developing a strong leadership pipeline of high potential employees is surely an essential priority for HR teams looking to future-proof their organisation. But as our research shows, most organisations running high potential programs are disappointed:

  • Just over one in 10 organisations (11%) are very satisfied with the performance of their high potential programmes.
  • Only 14% of respondents feel very confident that they’ve selected the right people for their high potential programme.

There’s clearly something awry. If you’re among the 89% who aren’t happy with their current high potential program, it’s time to reconsider your approach –and start making your investment pay.

We recently ran a webinar to explore the common pitfalls that prevent organisations from building a strong leadership pipeline. We received several questions from participants on how to select the right talent for high potential programmes. In the videos below, our talent experts answer these questions sharing insights that will give you confidence to develop the talent pool your organisation needs.

How do you measure high potential?

Colin Couzin-Wood, Assessment Principal at Korn Ferry, talks about what to measure when assessing potential.
Watch on demand: Identifying Potential – Tackling the Top Three Hurdles

Stephanie Brazzale, Associate Principal at Korn Ferry, explains how to assess a candidate’s potential to advance and be successful at higher leadership levels.
Watch on demand: Identifying Potential – Tackling the Top Three Hurdles

Phil Harrington, Senior Client Relationship Manager at Korn Ferry, talks about what you can do to identify high potential when resources are limited.
Watch on demand: Identifying Potential – Tackling the Top Three Hurdles

More high potential videos.

Speak to our experts

About Contributor

Phil Harrington is the Senior Client Relationship Manager for Korn Ferry Advisory, Australia. He is focused on helping organisations enhance their performance and supporting organisations with the use of assessments through recruitment and selection, on-boarding, development and coaching, identification of high potential employees, and succession planning. By improving the way organisations identify, hire, on-board, develop, reward, and communicate with their people, Phil has helped hundreds of organisations improve their business results.

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