In terms of leadership development and culture sustainability (for good or bad), the selection of HiPo employees is probably the most important decision you’ll make as a leader. These employees are the people who you’ve identified as the next leaders.
Give top performers the most playing time and the most attention, and they’ll deliver the greatest results. Take care of your star players, and they will take care of you.
There's no question, the downside of a good economy is that it's ridiculously hard to retain your best talent. So how do you build a sticky culture that inspires your best talent to stick around?
In theory, performance management is the perfect alignment of people and skill sets with the company’s strategic direction. It usually starts with big ideas about what the company wants to accomplish in the upcoming fiscal year, then cascades down.
Before a management training program is even started, there should be clarity on what the overarching company mission is and the strategy to get there. Is having a management training or HiPo program (tactic) consistent with the strategy?
While there are many interrelated factors contributing to the well-known gender leadership gap, it’s clear equalizing leadership training is an important step.
Is your company one of the 85 percent that will face a shortage of talent for key positions in the coming years?