Realize the Promise, Reduce the Risk

Most HIPO Programs
Do Not Yield
Visible Results

High-potential (HIPO) employees are critical to your organization’s current and future success. CEB research shows that HIPOs are 91% more valuable than non-HIPOs. But today’s reality is that 73% of HIPO programs are failing to deliver business outcomes (or ROI) and 69% do not build a strong succession pipeline.

Why Aren’t HIPO Programs Delivering Greater Value?

What Makes a HIPO

For an employee to be considered truly high potential, they need to be a proven high performer with three distinguishable attributes that allow them to rise and succeed in more senior critical positions

  • Aspirations: The motivation and desire for recognition, advancement, and future rewards
  • Ability: The intellectual, technical, and emotional skills (both innate and learned) to handle increasingly complex challenges
  • Engagement: The level of personal connection and commitment the employee feels toward the firm and its mission

HIPOs: Realize the Promise,
Reduce the Risk

HIPOs can help drive productivity and efficiency throughout organizations, but 50% of HR professionals lack confidence in their HIPO program. The most effective HIPO programs are the ones that accurately identify the right candidates, use analytic methods to assess program performance, and look beyond traditional training approaches to develop the full potential of HIPOs.

3 Biggest Risks to

Many organizations are failing to maximize their investment due to the misidentification and ineffective development of HIPOs.

How can your organization avoid these risks?

Through the accurate identification of our high-potential talent and their accelerated development, CEB has helped us transform leadership.

Brenda Lussier
Chief Deputy of HR
County of Riverside Court

CEB High-Potential Solution


Accurately identify HIPOs by measuring the factors critical for success.

Our assessment tools enable you to identify your top talent based on their aspiration for more senior roles, engagement with the company, and ability to perform in the face of top business challenges.


Assess your competitive talent positioning and focus development spend.

Using external benchmarking data allows you to accurately assess your HIPOs against best-in-class peers and competitors to understand your talent’s strategic positioning. Drawn from our talent analytics database of over 9 million assessments, this data can help you spot the gaps that require targeted development.


Enable efficient and scalable on-the-job learning with performance impact.

Develop your HIPOs with structured on-the-job learning. We offer a unique approach through our scalable cloud-based application, CEB Development Coach, which provides experiential learning activities based on individual assessment results.


Apply best practice insights and tools to sustain the impact of your HIPO program.

Manage and sustain the impact of your HIPO initiatives by using proven best practices and decision support tools. CEB’s HR Leadership Councils provide an always-on resource to feed you the latest insights to maximize your HIPO program.

The program has given us a stronger leadership pipeline and is helping us embed a 'grow-your-own' talent strategy.

Carole O'Neil
Partner (HR & Training)

Meet the Experts

Meet the team behind our high-potential expertise.

Jean Martin

Talent Solutions Architect


Read Biography

Brian Kropp

Practice Leader, Human Resources Practice


Read Biography

Nick Shaw

Managing Director, Talent Assessment, UK & Ireland


Read Biography

Success Stories

Wadi Group, Yossef Elbromboly: Outcomes
Matt Hart, Cundall: Business Challenges & Development Programs

Decision-Making Tools


Beyond the HIPO Hype

How the best companies overcome their HIPO program challenges and realize greater outcomes


New Strategies for Managing HIPO Program Success

How to more effectively develop your High-Potential employees

Top Tips

Get More Value from Your HIPO Programs

20 actionable steps to help HIPO program owners rethink their approach

Unlock These
Resources Now

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Case Studies

Cundall needed to identify people with
the potential and skills to lead business growth. Our HIPO solution has helped
give the consultancy a stronger leadership pipeline and better target development
of all staff, not just the most

Valmet Corporation needed to make sure it had a pipeline of future leaders. Our HIPO solution helped Valmet identify managers who could attain and succeed in a senior position, as well as cross any development gaps that stand in their

County of Riverside Court needed to identify and develop future leaders with the capability to drive success in a new work environment. Our HIPO solution helped them create a stronger leadership pipeline, increase talent retention, and reduce recession risk.

Featured Press

Strong performance and the results it carries are all well and good, of course, but it does not necessarily indicate that an employee will make a good leader.

High-potential employees can be identified by three key traits, but misconceptions about one of them is putting leadership pipelines at risk.

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