High Potential (HiPo) programmes are often fraught with more problems than they intended to solve, because all aspects of the planning and implementation are not factored in.

Use this checklist to gauge the health of your current programme and identify areas that need work. Some of these aspects are better addressed by the author/creator of the programme, i.e., the HR function and others by the users and consumers of the programme, i.e., the senior line managers.

Is your hi-po programme still breathing?

Identify:
Establishing a clear and consistent process helps to define, identify, and recognize high-potential employees effectively.

• Is there a clear definition of ‘high potential’?
• What are HiPos being identified for?
• What are the methods to determine who might be a HiPo?
• Is there a clear definition of ‘high potential’?

Develop:
Designing development programs that are customised to the unique needs of HiPos ensures their effectiveness through regular evaluation. Additionally, it’s important to keep the development process dynamic and adaptable to evolving organisational needs.

• How are HiPos developed? Is it designed based on their individual needs too?
• What are they being developed for?
• How are their developmental journeys or interventions evaluated?
• What happens after they have successfully completed their development journey?

Engage:
Ensuring that HiPos receive dedicated support and clear communication. This keeps them fully engaged and informed about their developmental objectives, and ready for the next steps. Regular check-ins and feedback loops can further solidify their commitment and drive towards success.

• Who is responsible for HiPos’ development?
• What form of support is provided to HiPos?
• What happens if a HiPo fails?
• Does each HiPo know what they are being developed for? What is their next step?