More leverage for high potentials
This increased-demand/diminished-supply situation allows high potential to more readily negotiate their careers in prestigious organizations and industries. Being a high potential involves more responsibility, accountability, and pressure to perform, multinationals are grooming and taking care of their high potentials as pure bred champions. Executive coaching for high potentials still climbing the organizational ladder are the following:
- Increase your knowledge of where you stand, what development opportunities are available, and what you can expect as you move up the organization.
- Realize that mobility is essential in certain companies, and match your willingness to your company.
- Demonstrate your learning ability and how learning applies from one situation to another, ability to reach out and handle stressful situations, risk oriented, and deliver outstanding results, stay visible, develop your leadership skills at a faster rate
In summary, the high potentials are approximately 8-10 % of the work force and are increasingly more strategic for their companies. High potentials that are knowledge driven and combine good functional and leadership skills with great learning agility can become the company’s “divas”. Once on the fast track to power, prestige and money these talents may become arrogant, a key “derailer” for the high potentials. This is where talent manager’s success in shifting the high potential’s mindset is required from being a high potential to having potential for a company in specific circumstances is essential. The best jobs are in the high potentials’ back yard but they also walk on a tight rope. One false step and they can be out of the race as other high potentials rush in to the take their place.
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