The competition for talent is fierce, and the future of many organisations depends on finding and developing leaders for key roles. The highest-performing organisations make it a top priority to prepare talented people for advancement. However, most organisations struggle to find accurate and useful ways to develop people with the most potential for success as leaders. Some people who appear to have leadership potential are often not effective leaders; conversely, many effective employees are overlooked for promotion because they do not self-promote enough to get noticed. The Hogan High Potential (HIPO) model simplifies the process of finding talented people who can be developed, and who then will go on to achieve positive business outcomes. Grounded in decades of global research on leader performance, the Hogan High Potential Talent Report is designed to help emerging leaders prepare for and develop three essential components of top organisational leadership and helps leaders quickly and easily prioritise areas of development to maximise leadership potential.
Leadership potential is based on certain personal attributes that form the building blocks for career effectiveness. Before people can lead others, they must first demonstrate their ability to contribute to a team and they must establish a personal reputation as dependable and productive. The report explores 3 key Foundation competency areas: Following Process: following rules and respecting convention Thinking Broadly: solving a wider range of business-related problems Getting Along: being cooperative, pleasant, and rewarding to deal with.
Leadership potential depends significantly on the degree to which people are perceived as leaders. People who emerge as leaders are able to create a leader-like impression by standing out, being noticed, and seeming influential. The report explores 3 key Emergence competency areas:Standing Out: making others aware of one’s contributions Influencing Others: persuading others to pursue certain desired outcomes Building Connections: creating strategic networks and relationships.
Leadership potential involves being able to build and maintain high performing teams. Effective leaders attract, retain, and develop talented team members, and then secure resources, remove barriers to success, and achieve strategic business goals. The report explores 3 key Effectiveness competency areas: Leading the Business: achieving critical business outcomes Managing Resources: securing, optimising and deploying key assets Leading People: motivating others to pursue shared goals.
The report can be used in a number of versatile ways to suit the various approaches organisations may take to support their Leadership Talent pipeline. It is designed to provide comprehensive understanding to the participant of their strengths to build on and risks of overusing particular skills that may work against them in relation to the Foundation, Emergence and Effective Leadership areas outlined above. The report is suitable for one-to-one coaching and inclusion on leadership development programmes.
Research and experience indicates how important Leaders are to organisational success - they manage the effect of regularly changing influences on their organisation, everyday workflow and building and supporting talented people around them. Ensuring future leaders are the "right stuff" and developed to their full potential is an increasing imperative for today's organisation. High potential programmes have often suffered from participants who create a leader-like impression on others to "get on the radar" but later derail or disappoint. What's needed is a deeper understanding of Leadership characteristics that deliver success and an accurate means to assess it so the right leaders don't get over looked.
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Advanced People Strategies Ltd
Advanced People Strategies Ltd
Requirements to be able to buy and interpret the Hogan High Potential Talent Report you will need Hogan Certification Level 1 and the Hogan Certification High Potential Web course.