Best Practices for Identifying and Developing High Potentials

1. Best Practices for Identifying and Developing High Potentials • Bonnie Hagemann • Executive Development Associates • Judy Chartrand, PhD • Pearson

2. Today’s Agenda

3. 2009/2010 Trends in Executive Development: A Benchmark Report • Trends Survey has been conducted • every other year for approximately 25 years • Participants were senior leaders in leadership • and executive development (e.g., Chief Learning • Officer, SVP or VP of HR, head of Executive or • Leadership Development) • Participants represented 76 organizations, mostly large, • multinational with headquarters based in U.S. • http://thinkwatson.com/downloads/2009-Development-Trends-Report.pdf

4. Selected List of Participating Organizations

5. Priorities in Executive Development

6. Generation X 69.5 Million Baby Boomers 78.2 Million 1945 1925 1945 1965 2005 1985 U.S. Live Births 1905-2005 Latino Immigration 40 Million+ GI Generation 56.6 Million Silent Generation 52.5 Million Generation Y 79.5Million Birth Chart Build 1905

7. What This Means for T&D Professionals • Baby Boomers are retiring at the rate of 1 every 8 seconds • The majority of organizational leaders are • Baby Boomers (~58 years old). • There are 11% fewer Gen-Xers than Baby Boomers • Generation Y (25 & under) will not be manager/leader material for years to come

8. Processes Used to Identify High Potentials

9. Competencies Most Lacking in Next Generation Leaders

10. Processes Most Effective in Accelerating High Potential Development

11. The Executive Perspective

12. Research Methodology • We asked HR Executives to nominate • “Role Model” executives who have an • excellent track record for identifying • and developing High Potentials • We interviewed 37 executives from over 30 organizations • Executives ranged from C-Level to VP

13. List of Participating Organizations

14. The Results: • Identifying High Potentials

15. Keys to Identifying High Potentials • Track Record • Ability to execute • Demonstrates initiative and drive • Understands the people side of the business • Strong desire to learn, grow, and develop • Ability to influence across the organization • Broad view of the organization • Empathy • Active Listener

16. The Results: • Developing High Potentials

17. Keys to Developing High Potentials • Stretch assignments • Rotational Assignments • Developmental conversations • Increased level of responsibility • Exposure to new people and pieces of the business • Mentoring • Formal training programs such as Executive MBA, Leadership Programs, Business Simulations and Action Learning • Executive Coaching, Executive Assessment, 360s and individual development plans

18. Activity: • Break Into Groups of 5-7 • Activity #1 (10 min) Identifying High Potentials • Benchmark your organization’s practices • Share practices with colleagues • Activity #2 (10 min) Developing High Potentials • Benchmark your organization’s practices • Share practices with colleagues

19. Best Practices for a Successful Program

20. Resources Free 2009/2010 Trends in Executive Development Report 1-on-1 High Potential Development Discussion Books Decades of Differences by Bonnie Hagemann and Ken Gronbach The Leadership Pipeline by Ram Charan, Stephen Drotter, and James Noel FYI: For Your Improvement by Michael Lombardo and Robert Eichinger

21. Contact Us • Executive Development Associates • Bonnie Hagemann, bhagemann@executivedevelopment.com • Toll Free: 866-EXEC DEV (393-2338)www.executivedevelopment.com • Pearson • Judy Chartrand, judy.chartrand@pearson.com • 888-298-6227 • www.thinkwatson.com • Download research from this presentation at: • www.thinkwatson.com/learn-resources.php

22. Our Book!