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High Potential Talent: One Firm's Approach to HIPO Development

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Maurizio Morselli
Maurizio Morselli

Developing high-potential employees, or HIPOs, is a strategic priority to build leadership bench strength and enable career progression. A HIPO is defined as an employee with strong potential and ability to succeed in more senior roles. HIPOs can realize their potential through challenging assignments, feedback, and experiential learning programs. The presentation discusses developing both senior and junior HIPOs through various external programs and a potential customized internal program. It also covers assessing HIPO candidates and planning HIPO development initiatives.

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Developing Rising Talent HIPO Development Presented by Maurizio Morselli
Development Of HIPOs is a Strategic Priority. TO: build strong leadership bench enhance capability to deliver on future strategy enable accelerated career progression of rising talent (HI P0tentials) HIPO Development
Who is a HIPO?: One Co’s DefinitionHIPO Development Performing below target in current job but has potential for 2 levels or higher advancement. (May be new in position) Performing or above target in current job but has potential for 2 levels or higher advancement Outstanding performance way above target for current job and has potential for at least 2 levels or higher advancement. Performing below target for current job & potential for advancement is low. Performing at or above target for current job but no potential for advancement to higher level. Outstanding performance in current job but no potential for advancement to higher Level. May be considered a Pro in position or considered and recognized either internally or externally as a functional or technical expert. High Long Term Potential Low Current Performance HighLow Our Target High Potentials (HIPOs)
Who is a HIP0? CLC’s Definition “A high potential employee is someone with the ability, engagement, and aspiration to rise and succeed in more senior and more critical positions” * HIPO Development Let’s remember that “performance alone cannot predict an employee’s potential” * * Corporate Leadership Council, 2005
How can HIPOs realize their full potential?  Through on-the-job experiences  Through progressively challenging assignments  Through Senior Management feedback mechanisms and  Through robust external experiential learning HIPO Development
Our Target HIPOs Senior HIPOS Junior HIPOS HIPO Development
External Learning To Develop Senior HIPOs  High Potential Leadership (Wharton School)  High Impact Leadership (Columbia U)  Emerging Leader Program (Columbia U)  Leadership Development Program (Center For Creative Leadership)  Advanced Leadership Development (Rutgers Center for Management Development)  Leadership Training for High Potentials (NYU Stern’s)  The Voice Of Leadership (American Management Association)  Leadership: Great leaders, Great teams, Great results (FranklinCovey)  Situational Leadership II (Ken Blanchard Companies)  The Leadership Advantage (Dale Carnegie) HIPOS Senior HIPOS Junior HIPOS HIPO Development
Senior HIPOS Programs (1) Program High Potential Leader ( The Wharton School) High Impact Leadership (Columbia U) Emerging Leader (Columbia U) Leadership Development Program (CCL) Length 6 days 6 days 6 days 5 days Key Features  Build the Leadership foundation based on your own strengths and values  Master strategic business skills  Optimize potential and accelerate career progression  Make strategic decisions; lead change; motivate people  Design your results-driven action plan  360 feedback  1-1 coaching  Leadership styles  Group dynamics  Managerial decision making  Managing change & organizational performance  360 feedback  1-1 Consultation  Strategy Formulation  Organizational Behavior  Negotiations  Conflict Management  Problem Solving  Self-awareness tools and activities  Videotaped group work  Coaching activity  Style assessment  Peer &faculty 1- 1feedback  Charting progress and actions Location Philadelphia, PA NYC NYC NC, CO, CA Investmt. Tuition 11,500 Materials, Meals, Lodging and Executive Coaching inclusive Tuition 10,200 Materials, Meals, Lodging inclusive Tuition: 9,450 Materials, Meals, Lodging inclusive Tuition: 6,800 Materials Included HIPO Development
Senior HIPOS Programs (2) Program Advanced Leadership Development (Rutgers Center for Management Development) Leadership Training For HIPOS (NYU) The Voice Of Leadership (AMA) Length 5 days 2 days 3 days Key Features  Emotional Intelligence  Management Styles  Conflict Resolution  Derail or Develop?  360 degree feedback  Critical Challenges  Milestones and Pitfalls: Advice from an Executive Coach  Leadership Models  Leadership and Authority  Building Effective Teams  Power , Politics, Persuasion  Managing Change  Leadership Communication  Inspiring action and producing results  Influencing and inspiring  Setting direction  Coaching, counseling, mentoring  Defusing tension Location NJ NYC NYC & other locations Investmt. Tuition 3,500 Materials Include Tuition 2,500 Materials Included Tuition 2, 445 Materials Included HIPO Development
Senior HIPOS Programs (3) Program Leadership: Great leaders, great teams, great results (Franklin Covey) Situational Leadership II (The Ken Blanchard Companies) The Leadership Advantage (Dale Carnegie Training) Length 3 days 2 days 3 days Key Features  Ineffectiveness of old school leadership  Building trust  Aligning systems that drive success  Creating the team- organization strategic link  The Leadership contract  Diagnosing Self and Team  Adaptive Communication model  The Flexible Leader (goal setting, coaching, problem solving)  Accountability  Leader Action Profile  Creating a Vision  Strategy  Intelligent Risk-Taking  Influencing  Team Leadership  Empowering Others  Recognition  Performance Standards & Accountability Location NYC & other locations NYC & other locations Rest of ‘09 :CO, MI, ILL Investmt. Tuition 1,895 Materials Included Tuition 1, 895 Materials Included Tuition 1,895 Materials Included HIPO Development
External Learning To Develop Junior HIPOs  Improving Your Managerial Effectiveness (AMA)  Moving from Operational Manager to Strategic Thinker (AMA)  Foundations Of Leadership (CCL)  Leadership Training For Managers (Dale Carnegie)  Disney’s Approach to Leadership Excellence (Disney Institute) HIPOS Senior HIPOS Junior HIPOS HIPO Development
Junior HIPOS Programs(1) Program Foundations Of Leadership (CCL) Improving Your Managerial Effectiveness (AMA) Moving from Operational Manager to Strategic Thinker (AMA) Duration 3 days 3 days 3 days Key Features Multi-rater assessment  Influence (videotaped exercise)  Derailment  Navigating relationships; conflict; interpersonal needs  One-on-one w/ coach  Peer feedback  Individual goal development  Behavioral Profile Matrix  Managing Teams  Moving from Boss To Coach  Transformational coaching  Managing Conflict  Managing Motivation and Growth  Operational and Strategic skills  Strategic thinking, SWOT and operational reality  Encouraging Innovation  ID key strengths and weaknesses of your work group  Persuasion and influencing Location NC, CO, CA NYC (& other locations) NYC(& other locations) Investment Tuition: 3,700 Materials Included Tuition: 2,195 Materials Included Tuition: 2,095 Materials Included HIPO Development
Junior HIPOS Programs(2) Program Disney’s Approach To Leadership Excellence (Disney Institute) Leadership training For Managers (Dale Carnegie) Duration 4 days Meets 7 consecutive afternoons (i.e. every Monday; 5:30-8:30pm) Key Features  Vision, Creativity and Communication  Leadership Values and Strategies  Change, Active Partnering and Team Success  Implementing Change (personal and organizational)  Commitment and Challenge to Make a Dramatic Leap  Developing a Vision  Developing Strategy  Risk Taking  Influencing Skills  Gaining Cooperation  Leading a Team  Empowering Others  Performance Management Location Various Disney Locations Locations Vary ( for ’09 only AZ) Investment Tuition: 3,995 Materials Included Tuition: 1,595 Materials Included HIPO Development
Another Approach to Consider: HIPO Development via a Company customized program* Sunday Welcome/Intros Expectations Monday Leadership Tuesday Getting Your people on the bus Wednesday Focus and Discipline Thursday Innovation and Creativity Self-Assessment Debrief (sent as assignment) Co.-specific Business Simulation Engaging the hearts and minds of your staff Creating a culture of Discipline and Delivery Innovation and Creativity workshop On Becoming/Being a Leader Coaching for Success Lean Thinking Simulation (6 Sigma?) Closing Activity Team activity & learning Evening: Challenge Assignment Facilitating intergroup communication Evening: Strategy Evening: Personal Development Planning HIPO Development * This is only a generic example; program content can be adjusted based on target HIPO Group
HIPO Development Pros and Cons of External and Custom Approaches EXTERNAL PROS  Readily Available  Mingle and network outside your industry  Proven Faculty/University Resources CONS  Can be costly  Some are out of town  Sometimes not with peers INTERNAL/CUSTOM PROS  Very Specific to JDRF  Be with own peers/colleagues  Could Save by using in-house facility (although not recommended) CONS  Limited exposure to outside peers  Can take long to develop  Must find proven faculty
PLANNING (For discussion purposes) HIPO Development Assessment/Review Acting On Development Actions Organizational Risk Assessment Communication  Does Exec. Team agree with names on current potential/ performance matrix?  Can each exec. Make a valid business case for each HiPO?  Are there departure risks we need to act on immediately  Do we know the “Talent-Gaps” within the VP?  Do we understand potential “derailment factors”?  Have we assessed the critical business processes that would be interrupted if a position were left vacant?  Messaging to HiPOS (balancing recognition, to create excitement and retention, without over promising)  Decide on best way to position to all (HIPOS & Organization)  We have identified some potential external programs; Decide on most valuable content for our HIPOS  What type of development actions are we prepared to support (Pre and Post learning event? i.e. leadership by example)
High Potential Candidate Criteria:1a (1a,b,c+2) 1a. Exhibits exceptional career potential through:  • Demonstrated superior (best-in-class) leadership traits  • Enacted substantial improvements in area of responsibility.  • Demonstrated rapid learning and superior performance in new assignments.  • Exercised initiative by acting on own to isolate and solve problems without directions to do so.  • Self-imposed actions to learn more about positions other than his or her own. HIPO Development Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
High Potential Candidate Criteria:1b (1a,b,c+2) 1b. Exhibits exceptional career potential through:  • Demonstrated desire to accomplish tasks ahead of his or her own personal interests.  • Exhibited strong interpersonal skills.  • Demonstrated quality of mind and persistence to do root cause analysis of complex situations.  • Demonstrated more than usual understanding in relating own position and function to that of the total organization and its interaction with other functions. HIPO Development Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
1c. Exhibits exceptional career potential through:  • Exhibited drive, initiative and assertiveness where required and appropriate.  • Strong goal orientation and organizational commitment.  • Demonstrated openness to learning from new experience, AND  �� Demonstrated ability to receive constructive feedback or coaching with an openness to change AND  – Demonstrated ability to change own behavior in response to feedback or coaching. HIPO Development High Potential Candidate Criteria:1c (1a,b,c+2) Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
High Potential Candidate Criteria : 2 (1a,b,c+2) 2. Must possess a performance appraisal rating of OUTSTANDING for the past two years. HIPO Development
Developing Rising Talent HIPO Development Presented by Maurizio Morselli

More Related Content

High Potential Talent: One Firm's Approach to HIPO Development

  • 1. Developing Rising Talent HIPO Development Presented by Maurizio Morselli
  • 2. Development Of HIPOs is a Strategic Priority. TO: build strong leadership bench enhance capability to deliver on future strategy enable accelerated career progression of rising talent (HI P0tentials) HIPO Development
  • 3. Who is a HIPO?: One Co’s DefinitionHIPO Development Performing below target in current job but has potential for 2 levels or higher advancement. (May be new in position) Performing or above target in current job but has potential for 2 levels or higher advancement Outstanding performance way above target for current job and has potential for at least 2 levels or higher advancement. Performing below target for current job & potential for advancement is low. Performing at or above target for current job but no potential for advancement to higher level. Outstanding performance in current job but no potential for advancement to higher Level. May be considered a Pro in position or considered and recognized either internally or externally as a functional or technical expert. High Long Term Potential Low Current Performance HighLow Our Target High Potentials (HIPOs)
  • 4. Who is a HIP0? CLC’s Definition “A high potential employee is someone with the ability, engagement, and aspiration to rise and succeed in more senior and more critical positions” * HIPO Development Let’s remember that “performance alone cannot predict an employee’s potential” * * Corporate Leadership Council, 2005
  • 5. How can HIPOs realize their full potential?  Through on-the-job experiences  Through progressively challenging assignments  Through Senior Management feedback mechanisms and  Through robust external experiential learning HIPO Development
  • 7. External Learning To Develop Senior HIPOs  High Potential Leadership (Wharton School)  High Impact Leadership (Columbia U)  Emerging Leader Program (Columbia U)  Leadership Development Program (Center For Creative Leadership)  Advanced Leadership Development (Rutgers Center for Management Development)  Leadership Training for High Potentials (NYU Stern’s)  The Voice Of Leadership (American Management Association)  Leadership: Great leaders, Great teams, Great results (FranklinCovey)  Situational Leadership II (Ken Blanchard Companies)  The Leadership Advantage (Dale Carnegie) HIPOS Senior HIPOS Junior HIPOS HIPO Development
  • 8. Senior HIPOS Programs (1) Program High Potential Leader ( The Wharton School) High Impact Leadership (Columbia U) Emerging Leader (Columbia U) Leadership Development Program (CCL) Length 6 days 6 days 6 days 5 days Key Features  Build the Leadership foundation based on your own strengths and values  Master strategic business skills  Optimize potential and accelerate career progression  Make strategic decisions; lead change; motivate people  Design your results-driven action plan  360 feedback  1-1 coaching  Leadership styles  Group dynamics  Managerial decision making  Managing change & organizational performance  360 feedback  1-1 Consultation  Strategy Formulation  Organizational Behavior  Negotiations  Conflict Management  Problem Solving  Self-awareness tools and activities  Videotaped group work  Coaching activity  Style assessment  Peer &faculty 1- 1feedback  Charting progress and actions Location Philadelphia, PA NYC NYC NC, CO, CA Investmt. Tuition 11,500 Materials, Meals, Lodging and Executive Coaching inclusive Tuition 10,200 Materials, Meals, Lodging inclusive Tuition: 9,450 Materials, Meals, Lodging inclusive Tuition: 6,800 Materials Included HIPO Development
  • 9. Senior HIPOS Programs (2) Program Advanced Leadership Development (Rutgers Center for Management Development) Leadership Training For HIPOS (NYU) The Voice Of Leadership (AMA) Length 5 days 2 days 3 days Key Features  Emotional Intelligence  Management Styles  Conflict Resolution  Derail or Develop?  360 degree feedback  Critical Challenges  Milestones and Pitfalls: Advice from an Executive Coach  Leadership Models  Leadership and Authority  Building Effective Teams  Power , Politics, Persuasion  Managing Change  Leadership Communication  Inspiring action and producing results  Influencing and inspiring  Setting direction  Coaching, counseling, mentoring  Defusing tension Location NJ NYC NYC & other locations Investmt. Tuition 3,500 Materials Include Tuition 2,500 Materials Included Tuition 2, 445 Materials Included HIPO Development
  • 10. Senior HIPOS Programs (3) Program Leadership: Great leaders, great teams, great results (Franklin Covey) Situational Leadership II (The Ken Blanchard Companies) The Leadership Advantage (Dale Carnegie Training) Length 3 days 2 days 3 days Key Features  Ineffectiveness of old school leadership  Building trust  Aligning systems that drive success  Creating the team- organization strategic link  The Leadership contract  Diagnosing Self and Team  Adaptive Communication model  The Flexible Leader (goal setting, coaching, problem solving)  Accountability  Leader Action Profile  Creating a Vision  Strategy  Intelligent Risk-Taking  Influencing  Team Leadership  Empowering Others  Recognition  Performance Standards & Accountability Location NYC & other locations NYC & other locations Rest of ‘09 :CO, MI, ILL Investmt. Tuition 1,895 Materials Included Tuition 1, 895 Materials Included Tuition 1,895 Materials Included HIPO Development
  • 11. External Learning To Develop Junior HIPOs  Improving Your Managerial Effectiveness (AMA)  Moving from Operational Manager to Strategic Thinker (AMA)  Foundations Of Leadership (CCL)  Leadership Training For Managers (Dale Carnegie)  Disney’s Approach to Leadership Excellence (Disney Institute) HIPOS Senior HIPOS Junior HIPOS HIPO Development
  • 12. Junior HIPOS Programs(1) Program Foundations Of Leadership (CCL) Improving Your Managerial Effectiveness (AMA) Moving from Operational Manager to Strategic Thinker (AMA) Duration 3 days 3 days 3 days Key Features Multi-rater assessment  Influence (videotaped exercise)  Derailment  Navigating relationships; conflict; interpersonal needs  One-on-one w/ coach  Peer feedback  Individual goal development  Behavioral Profile Matrix  Managing Teams  Moving from Boss To Coach  Transformational coaching  Managing Conflict  Managing Motivation and Growth  Operational and Strategic skills  Strategic thinking, SWOT and operational reality  Encouraging Innovation  ID key strengths and weaknesses of your work group  Persuasion and influencing Location NC, CO, CA NYC (& other locations) NYC(& other locations) Investment Tuition: 3,700 Materials Included Tuition: 2,195 Materials Included Tuition: 2,095 Materials Included HIPO Development
  • 13. Junior HIPOS Programs(2) Program Disney’s Approach To Leadership Excellence (Disney Institute) Leadership training For Managers (Dale Carnegie) Duration 4 days Meets 7 consecutive afternoons (i.e. every Monday; 5:30-8:30pm) Key Features  Vision, Creativity and Communication  Leadership Values and Strategies  Change, Active Partnering and Team Success  Implementing Change (personal and organizational)  Commitment and Challenge to Make a Dramatic Leap  Developing a Vision  Developing Strategy  Risk Taking  Influencing Skills  Gaining Cooperation  Leading a Team  Empowering Others  Performance Management Location Various Disney Locations Locations Vary ( for ’09 only AZ) Investment Tuition: 3,995 Materials Included Tuition: 1,595 Materials Included HIPO Development
  • 14. Another Approach to Consider: HIPO Development via a Company customized program* Sunday Welcome/Intros Expectations Monday Leadership Tuesday Getting Your people on the bus Wednesday Focus and Discipline Thursday Innovation and Creativity Self-Assessment Debrief (sent as assignment) Co.-specific Business Simulation Engaging the hearts and minds of your staff Creating a culture of Discipline and Delivery Innovation and Creativity workshop On Becoming/Being a Leader Coaching for Success Lean Thinking Simulation (6 Sigma?) Closing Activity Team activity & learning Evening: Challenge Assignment Facilitating intergroup communication Evening: Strategy Evening: Personal Development Planning HIPO Development * This is only a generic example; program content can be adjusted based on target HIPO Group
  • 15. HIPO Development Pros and Cons of External and Custom Approaches EXTERNAL PROS  Readily Available  Mingle and network outside your industry  Proven Faculty/University Resources CONS  Can be costly  Some are out of town  Sometimes not with peers INTERNAL/CUSTOM PROS  Very Specific to JDRF  Be with own peers/colleagues  Could Save by using in-house facility (although not recommended) CONS  Limited exposure to outside peers  Can take long to develop  Must find proven faculty
  • 16. PLANNING (For discussion purposes) HIPO Development Assessment/Review Acting On Development Actions Organizational Risk Assessment Communication  Does Exec. Team agree with names on current potential/ performance matrix?  Can each exec. Make a valid business case for each HiPO?  Are there departure risks we need to act on immediately  Do we know the “Talent-Gaps” within the VP?  Do we understand potential “derailment factors”?  Have we assessed the critical business processes that would be interrupted if a position were left vacant?  Messaging to HiPOS (balancing recognition, to create excitement and retention, without over promising)  Decide on best way to position to all (HIPOS & Organization)  We have identified some potential external programs; Decide on most valuable content for our HIPOS  What type of development actions are we prepared to support (Pre and Post learning event? i.e. leadership by example)
  • 17. High Potential Candidate Criteria:1a (1a,b,c+2) 1a. Exhibits exceptional career potential through:  • Demonstrated superior (best-in-class) leadership traits  • Enacted substantial improvements in area of responsibility.  • Demonstrated rapid learning and superior performance in new assignments.  • Exercised initiative by acting on own to isolate and solve problems without directions to do so.  • Self-imposed actions to learn more about positions other than his or her own. HIPO Development Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
  • 18. High Potential Candidate Criteria:1b (1a,b,c+2) 1b. Exhibits exceptional career potential through:  • Demonstrated desire to accomplish tasks ahead of his or her own personal interests.  • Exhibited strong interpersonal skills.  • Demonstrated quality of mind and persistence to do root cause analysis of complex situations.  • Demonstrated more than usual understanding in relating own position and function to that of the total organization and its interaction with other functions. HIPO Development Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
  • 19. 1c. Exhibits exceptional career potential through:  • Exhibited drive, initiative and assertiveness where required and appropriate.  • Strong goal orientation and organizational commitment.  • Demonstrated openness to learning from new experience, AND  – Demonstrated ability to receive constructive feedback or coaching with an openness to change AND  – Demonstrated ability to change own behavior in response to feedback or coaching. HIPO Development High Potential Candidate Criteria:1c (1a,b,c+2) Rate each of the HIPO Candidate Criteria using the following scale: 0 = No observations 1 = Little demonstration of this attribute; 2 = Moderate demonstration; 3 = Significant demonstration Specific , observed examples from candidate’s work history:________________________________________________ ________________________________________________________________________________________________ ________________________________________________________________________________________________
  • 20. High Potential Candidate Criteria : 2 (1a,b,c+2) 2. Must possess a performance appraisal rating of OUTSTANDING for the past two years. HIPO Development