Developing High Potential Employees
Every company has rising stars - the select groups of employees with the potential to one day lead the company - and most realize that these "high-potential employees" are critical to their future success. The challenge for managers lies in motivating, retaining and ultimately developing these high potentials into leadership positions. Here are some ways for you to address this challenge:
- Stretch assignments. Stretch assignments are those that provide learning opportunities beyond an employee's past experience or current role. High potentials are more satisfied and engaged in their roles when given the opportunity to try different skills, opportunities and experiences. Not only does the employee benefit, but the company gains the opportunity to better gauge an individual's leadership skills and strengths.
- Increased scope of work. By increasing the scope of an individual's role, the high potential has the opportunity to prove his/her potential as a leader, resulting in increased engagement in the company's future success. Potential avenues for increasing responsibilities include managing more employees, increasing decision-making authority and/or becoming a project leader. Increasing the scope of responsibility of an individual's current role is an effective way of testing a high potential in an internal and controlled manner.
- Custom assignments. While this method can be time consuming, custom assignments are an effective way to improve engagement and satisfaction among high potentials. When individuals are put in situations where no prescribed methods exist, they are forced to demonstrate leadership and creativity. In addition, high potentials may even uncover new capabilities, products or services through the custom assignment that the organization can implement.
- Executive coaching. Many organizations tap experienced executive coaches to work with high-potential employees. Coaches provide an objective view of a high potential's leadership style and interactions with colleagues - and can help the high potential find actionable solutions to overcome weaknesses. Third-party coaches give the impartial feedback that managers from within the organization may not be able to offer.
It takes the entire organization to motivate, engage and develop high-potential individuals. Organizations need to include stretch assignments, increased role responsibility, custom projects and executive coaching to take the individuals, and the company, to the next level.
Developing High Potential Employees - To learn more about this author, visit Allison Grace's Website.
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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Dianne CramptonDianne Crampton is an executive leadership coach, team culture consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. Dianne's contribution to the 2010 Pfeiffer Consulting Journal (an imprint of John Wiley and Sons Publishers) entitled TIGERS Hearted Teams is available in November 2009. Her new book TIGERS Among Us: 5 Winning Business Team Cultures And Why, Three Creeks Publishing will release in March 2010. To receive publishing discounts, subscribe to the free TigerTracks Newsletter here. - Visit Dianne Crampton's Website |
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