How to identify HIPOs?
How do you select the talents? What is emphasized? A major challenge for most businesses is to know which characteristics and human potential are needed in various roles. Have the candidates
potential for success ?
When assessing who will perform best in a higher position or leadership role, too much emphasis is often placed on previous achievements at a lower level. Although all High Potentials (HIPOs) are high performing employees not all high performing HIPOs are! Research shows that only 30% of high performing employees are HIPOs. Robert Hogan, one of the world's
leading researchers on effective leaders and personality, distinguish between three important traits of leaders who are successful: 'Leadership Foundations', 'Leadership Emergence' and 'Leadership Effectiveness'. Successful leaders should have a little bit of all three of these qualities.
Emergent Leadership - the charismatic, extroverted person who is good at networking and "talking his way up the system" - is not the best indicator of who is able to deliver Effective Leadership. It is these candidates who have many of the critical qualities needed in leadership, such as good judgement, humility and the ability to build high-performing teams.
Hogan High Potential Talent Solution
helps you to select the talents that have the highest potential for success, and shows the individual manager's most important focus areas for development in the leadership role. We support you in carrying out this survey and in developing the candidates to become good leaders for your organisation's needs.
"How often have you heard someone with a commanding presence deliver a bold vision that turned out to be nothing more than rhetoric and hot air? All too often we mistake the appearance of leadership for the real deal". Know-How: The 8 Skills That Separate People Who Perform from Those Who Don't , Ram Charan
The wrong candidates are selected
If you are not clear about the requirements and characteristics of the candidate you are looking for, it is easy to be impressed and "charmed" by factors that are not relevant enough for the role and the organization you are recruiting for. It is important to find out what the potential is for the specific position to be recruited for and whether this potential can be reached given the current market. Another important factor is knowing how to measure this potential. If the methods you use are too poor for this purpose, you often end up with the wrong candidates.
The talents are not followed up well enough
If you do not teach and support the talents enough to develop in their roles and for promotion to new roles, if you do not communicate clearly enough that the organization wants to invest in them or if you do not give them enough attention and opportunities to quickly make a career , then there is a strong possibility that your Talent Management initiative is not working well. It may also be the reason why they accept good opportunities from their competitors.
How successful organizations are doing it today
Successful organizations build their HIPO programs on scientifically validated assessment instruments and thus remove much of the subjective assessment traditional Talent Management programs often have too much of.
We have chosen to use one of the world's most recognized assessments
batteries to work with when we help our customers to
develop good Talent Management programs.
The new Hogan High Potential Talent methodology is designed to give organizations an in-depth picture of the employee's career and leadership potential. It evaluates the individual's ability and opportunity to move up in the organisation, to appear as leaders and to lead effectively. This way you can prevent selecting candidates who only appear to have leadership potential without actually being able to become effective leaders. In addition, this method will help you to identify and bring in employees with high potential who are unfortunately all too often overlooked in promotions because they do not show themselves enough to be noticed.
The Hogan High Potential Talent Solution helps you select the talents who have the highest potential for success and we support you in developing them to become good leaders. The Hogan High Potential model measures the three most important dimensions of leadership potential with sub-factors and highlights individual strengths and ranks development areas to address. The purpose is to prioritize areas where the development opportunities are greatest, resulting in maximum leadership potential.
"High-potential programs are intended to identify individuals with leadership potential, but most often they end up mistaking current performance for leadership potential, or favoring idividuals who are talented at organizational politics."The Politics of PotentialRobert Hogan
But it is not enough to select the most talented candidates. Training, development, good follow-up and support are important to motivate and guide the talent in the right direction
One must also not forget that many talents are popular, and that they are often ambitious, which means that they easily become restless and may be tempted to accept a job with the competitor. Studies show that losing a HIPO easily costs an organization 3.5 times his or her annual revenue. If you don't take care
them, support them, encourage them and give them the opportunity to grow, it is pretty certain that you will lose them. It is incredibly important to have a dialogue between the talent, HR and top management where you arrive at good solutions that take care of both the company's needs and the talent's strengths, wishes and ambitions.