{"id":4254,"date":"2022-11-21T10:32:27","date_gmt":"2022-11-21T17:32:27","guid":{"rendered":"https:\/\/leadershipchoice.com\/?p=4254"},"modified":"2022-11-21T10:32:27","modified_gmt":"2022-11-21T17:32:27","slug":"high-potentials-vs-high-performers-how-to-identify-and-develop-talent-for-the-leadership-pipeline","status":"publish","type":"post","link":"https:\/\/dev.taylorsolutionsinc.com\/lc\/high-potentials-vs-high-performers-how-to-identify-and-develop-talent-for-the-leadership-pipeline\/","title":{"rendered":"High Potentials vs. High Performers: How to Identify and Develop Talent for the Leadership Pipeline"},"content":{"rendered":"

For any enterprise, acquiring and fostering talent plays a pivotal role in the company’s growth strategy and eventual success. This is especially true when it comes to nurturing the type of talent that will be retained three, five, or ten years down the road. While both high-performing and high-potential talent<\/a> are crucial for an organization’s leadership pipeline, focusing on developing high-potential talent (HiPo) offers a greater organizational return, more effectively buffering against future organizational uncertainty and ensuring long-term leadership.<\/p>\n

While high-performers outperform the average employee\u00a0by up to 400%<\/a>, HiPo talent is 91% more valuable to an organization, according to\u00a0SHL research<\/a>, as it tends to have a multiplier effect on an entire team’s productivity. Both HiPo’s and high performers are highly adept at their job function; however, while high-performers are typically more specialized and have a deep understanding of their role, HiPo’s demonstrate a greater degree of adaptability in\u00a0both the knowledge and the skills they learn<\/a>.<\/p>\n

High-performers are described as self-starters in that when they want to learn a new skill, they seek out the resources or help they need to do so independently. HiPo’s, while also self-starters in their own right, seek new opportunities rather than just skills\u2014a lack of perceived growth trajectories within a company is a\u00a0primary reason<\/a>\u00a0these individuals leave a company. Knowing how to target these employees, communicate career opportunities and foster leadership development is how best to leverage HiPos as enterprise assets.<\/p>\n

How to Identify High-Potential Talent<\/h2>\n

Characteristics<\/h3>\n

Some characteristics to look for in a potential HiPo include:<\/p>\n