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?
The best companies use predictive measures to identify true high-potentials, compare them against the competition and develop them through on-the-job learning to drive performance impact. CEB helps you to realize the promise of your high-potentials through these four steps:
- Identify: Measure the factors critical for success
- Benchmark: Assess your competitive talent positioning
- Develop: Enable efficient and scalable on-the-job learning
- Manage: Apply best practice insights to sustain the impact of your HIPO program
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.
Through the accurate identification of our HIPOs, and their accelerated development, CEB has helped us transform leadership.”
Chief Deputy of HR
County of Riverside Court
Use our powerful suite of services to identify, benchmark, develop and manage your high-potentials.
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.
Meet the Experts
Meet the team behind our high-potential expertise.
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
Get More Value from Your HIPO Programs
20 actionable steps to help HIPO program owners rethink their approach
We appreciate your interest in CEB. If necessary our team will be in touch soon.
Bristol-Myers Squibb used our HIPO
assessments and CEB Development Coach to enable culture change and a
more strategic HR function.
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 way.
County of Riverside Court needed to identify and develop future leaders with the capability to drive success in a new work environment.
Recent Blog Posts
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.
The program has given us a stronger leadership pipeline and is helping us embed a 'grow-your-own' talent strategy.”
Partner (HR & Training)