It’s Time to Ask High Potentials How THEY Want to Be Developed
Most organizations have some form of High Potential (HiPo) or Emerging Leader program—offering special development through workshops, mentoring, stretch assignments, and leadership panels. These programs are valuable, but here’s a simple question:
👉 Who is actually asking HiPos IF and HOW they want to be developed?
Too often, leaders design these programs without consulting the very people they aim to develop. They select the curriculum, assignments, and experiences—without a single conversation with the participants. And trust me, I know—because I’ve been on both sides of the table.
When I was on a management track, my leader asked me: What skills do you want to gain? I told her I had never managed a department budget, and it made me hesitant about my abilities as a leader. Instead of assigning me to another workshop, she paired me with a leader who managed department budgets. That hands-on experience was more valuable than listening to any panel discussion on leadership journeys.
💡 Want to make your HiPo program truly impactful? Involve them in shaping their own growth.
Here’s how:
✅ Have Intentional Career Conversations
Ask: What excites you about your future here? What skills do you want to build?
Don’t assume every HiPo wants a leadership role—some may prefer technical mastery.
✅ Use Individualized Development Plans (IDPs)
Co-create a plan based on their aspirations, strengths, and company needs.
Revisit and adjust it regularly.
✅ Give Them Choice in Development Experiences
Offer stretch assignments, mentoring, job shadowing/rotations, or external learning opportunities.
✅ Provide Leadership Exposure—but Don’t Force It
Some thrive in leadership, while others excel as individual contributors or in specialized technical roles.
Let them explore decision-making and innovation opportunities in ways that align with their strengths.
✅ Create a Feedback Loop
Regularly check in to ensure development aligns with their evolving aspirations.
✅ Recognize and Reward Contributions
Offer meaningful incentives beyond promotions—visibility, influence, and strategic projects.
💡 By letting HiPos take an active role in their development, organizations retain top talent and build more engaged, future-ready leaders.
🚀 Need help designing an effective HiPo program? Let’s connect for a free consultation!