5 Leadership Traits That Set High-Potential Employees Apart
HBR On Leadership
Deep Dive
What are the five critical X factors that distinguish high-potential employees?
The five critical X factors are: 1) Situation Sensing (reading and aligning with your boss's priorities), 2) Talent Accelerating (developing and leveraging the potential of your team), 3) Career Piloting (adapting quickly to new roles and challenges), 4) Catalytic Learning (curiosity and translating insights into action), and 5) Complexity Translating (simplifying complex information for different audiences).
How can employees tell if they are on their company's high-potential list?
Employees can identify if they are on the high-potential list by noticing cues such as being invited to exclusive events, assigned to high-visibility projects, promoted faster than peers, or sent to leadership development programs that others are not invited to.
Why do some companies keep their high-potential lists secret?
Companies may keep high-potential lists secret to avoid creating internal competition, maintain a collaborative culture, or test borderline candidates without setting unrealistic expectations. They also fear inflating egos or causing disappointment if someone falls out of the pool.
What role do simulations play in identifying high-potential employees?
Simulations are used to test mid-level employees' decision-making, strategic thinking, collaboration, and financial acumen. These assessments, often conducted by external organizations, help determine if an employee has the potential to become an executive.
What happens during a company's talent review meeting for high-potential employees?
During a talent review meeting, supervisors discuss employees' readiness for advancement, their track records, and the skills they need to develop. Employees are categorized as 'ready now,' 'ready in the future,' or 'not ready,' and matched with opportunities that align with their development needs.
What is the significance of 'career piloting' for high-potential employees?
Career piloting refers to the ability to adapt quickly to new roles, build trust with new teams, and navigate unfamiliar challenges. High-potential employees often have 'herky-jerky' careers, moving into roles outside their expertise, which helps them develop a broad skill set.
How does 'complexity translating' benefit high-potential employees?
Complexity translating involves simplifying complex information into actionable insights for different audiences. This skill is crucial for senior leaders, as it helps them communicate effectively with stakeholders, tailor messages to specific groups, and drive organizational focus.
What is the biggest misunderstanding about high-potential employee programs?
The biggest misunderstanding is that these programs are seen as ranking systems or unfair. In reality, they are development tools designed to push employees with potential to grow and excel, rather than simply labeling them as 'stars.'
What should employees do if they suspect they are in the high-potential pool but are considering leaving the company?
Employees should ask their boss or HR about their status in the high-potential pool before making a decision to leave. Knowing their status can help them make informed career choices and avoid leaving prematurely.
What is the impact of lateral moves on high-potential employees?
Lateral moves are often grooming opportunities to expand an employee's perspective and skills in areas they lack experience. These moves prepare them for future executive roles, even if they appear to be sideways steps at the time.
- Companies secretly maintain lists of high-potential employees.
- Clues include invitations to exclusive events, special projects, faster promotions, and unique training programs.
- Secrecy is due to concerns about internal competition, ego inflation, and employee retention.
Shownotes Transcript