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DEVELOP Hi-POTENTIAL TALENT

Give them what they need & what they want

Hi-potentials of today are leaders of tomorrow. You know this. So you have set up an excellent program to spot, compensate and train them. While this is good, is it good enough? What do they need? What do they want?

Hi-Potentials have unique needs and want. Sometimes they share them. Often they expect you to know! Research offers useful insights.

What Hi-Potentials Need:

Need 1 – Healthy balance, between treating all employees well and yet treating hi-potentials, differently. This is necessary to minimize resentment and maximize cooperation, Hi-Potentials receive from the rest! A transparent system for selection of Hi-Potential Talent is a good starting point.

Need 2 – Access to senior leaders in the organization. Ambition is the fuel of every Hi-potential Talent. Exposure to top management thinking is the oxygen for this fuel.

Need 3 –  Training & job rotation, that is aligned to the Big Priorities. If either exports or product development is the big priority, hi-potentials need the lion’s share of related training and job rotation.

What Hi-Potentials Want:

Want 1 – Recognition of their individuality and customized development of their unique strengths. Both Rahul Dravid and Virender Sehwag were highly talented batsmen in the same team at the same time. They had very different needs!

Want 2 – A say, in their developmental assignments. All Hi-Potential Talent value is challenging development assignments because it expands their capacity. That said, they would like some say, on the choice of such tasks. Specific transfers tend to appeal more to certain people.

Go the extra mile for your hi-potentials. Also do so deftly. You would be securing your organization’s present and the future.

– by Ravi Santhanam for Zeus

For more:

https://www.ccl.org/wp-content/uploads/2016/09/high-potential-talent-center-for-creative-leadership.pdf
https://hbr.org/2014/11/what-high-performers-want-at-work

Next: Retain Hi-Potentials

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