It can be tricky to spot the people who are going to make a big contribution to the organisation in the future. Sometimes those you think are going to make it right to the top just don’t get there as quickly as you thought.
It’s difficult to know who has real future potential and who is just good in their current role. Staying ahead in an environment that is increasingly competitive for top talent means successful organisations must plan and strategise to meet their longer term talent needs. By identifying and investing in true ‘high potentials’, not just those who are good at their current job, companies have an informed basis for succession planning. This enables them to secure their future pipeline of business leadership and target development activities to deliver the greatest returns.
What Xancam does
- We work closely with our clients to examine their strategy and business drivers, define a talent strategy and understand what potential leaders will look like for them
- We create high potential assessments that are firmly geared to business context and objectives
- Xpotential assessments are based on research into what identifies high potentials and what does not
- We create rigorous, innovative and engaging assessment programmes which distinguish between high potentials and key performers
- We advise and support our clients on how best to accelerate the development of the high potentials we have identified.
More about our methodology
We use our proprietary methodology, xpotential, to identify high potentials that will make a real difference to the future of your business.
>> Find out more about xpotential
Case study - Fujitsu
Explore how Fujitsu found talent in the most unlikely places - and won a Personnel Today away along the way...
5 ways to identify high potentials
1. Remember that current performance is not necessarily a good indication of future performance. Assessing potential needs a different approach from evaluating current performance – today’s high performers are not always tomorrow’s stars.
2. Spot High Potentials by their use of emotional intelligence to influence others; the quality of their strategic thinking; their ability to learn from experience.
3. Look to the future. Don’t assess high potentials for what you need now or what has worked well in the past – think about the business’s future needs.
4. Talk to your high potentials. Understand their values and aspirations to carve out a career path that retains their interest and loyalty.
5. You need ‘low flyers’ too… Don’t neglect non high flyers – they are critical to your delivery now so develop them in line with their talents and interests.
