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The Coach is in NOW!

Hihg-PotentialsAre your High Potentials Moving Up or Moving Out?

That’s right High Potential Employees will Move Out if they don’t see company interest or a development plan for Moving Up.

According to the Corporate Leadership Council (CLC) fully 25% of identified High Potential Employees are planning to leave their jobs in 12 months or less. According to the study the reason give is they feel taken for granted.

 

Steps to keeping High Potentials Engaged

Previous generations had a much stickier attitude toward their jobs/companies than current generations. Personal pursuits, community and free time rank higher than job and income.

 

In the previously mentioned CLC study the following were identified as the 6 must haves by the High Potentials:

  1. Stimulate. Emerging leaders need stimulating work, recognition, and the chance to grow. If not, they can quickly become disengaged.
  2. Test. Explicitly test candidates for ability, engagement, and aspiration to make sure they’re able to handle the tougher roles as their careers progress.
  3. Manage. Having line managers oversee high-potential employees only limits their access to opportunities and encourages hoarding of talent. Instead, manage these high-potential employees at the corporate level.
  4. Challenge. High-potential employees need to be in positions where new capabilities can — or must — be acquired.
  5. Recognize. High-potential employees will be more engaged if they are recognized frequently, so offer them differentiated compensation and recognition.
  6. Engage. Incorporate high-potential employees into strategic planning. Share future strategies with them and emphasize their role in making them come to fruition.
  7. Coaching ……….  OK, you caught us adding another number.  But why 21?
    Because 21 is the sum of must haves 1 through 6.

How Coaching Satisfied the High Potential Needs

How assigning an Impact Coach+Advisor meets both the needs of the High Potential Employees and their Companies.

 

High Potential Employee (HIPE)

  • Status.  Getting a Coach sets them apart and gives them recognition
  • Support.  During times of confusion that often leads to disengagement, the Coaching  supports HIPE
  • Challenge. Constant challenging of status quote on the way to a highly desired outcome is at the core of Coaching
  • Buffer.  Emotions can lead to bad decisions.  Coaching provides a buffer.
  • Advisor.  The Coach, a non-threatening/non-manager, keeps the HIPE on track.  HIPE can get advice without showing weakness to peers and management

 

Company

  • Accountability. Coaching instills accountability and leads to better performance.
  • Insight.  Without breeching confidentiality the Coach provides management with powerful insight into HIPE
  • Future Vision.   Coaching moves the HIPE to align with company goals creating a Future Vision that ignores minor setbacks and frustration.
  • Assessment.  Real scientific data that provides company data on HIPE capacity, motivation, emotional IQ and acumen.
  • Engaged. The result of Coaching+Advising is that you get a fully engaged employee, with an eye on the future and a solid commitment to help the company achieve its goals