course | The strategic development of high potential leaders

 Identifying High Potential

• Who’s High potential?
• High Potential Vs. High Performers
• The criteria of selecting high potential employees 
• The benefit of developing high potential employees

Career Derailers for high potential 

• What is career derailers
• Examples of Derailment
• Steps for Managers to Decrease Risks for Derailment 
• Mismatch between Leadership development Learning & what High Potential Leaders Desire 

Best practices for high-potential development 

• Career-Path Mapping
• High-Impact Challenges for High Potentials
• Multi-Disciplinary Rotation Programs
• Business Simulations
• Project-Based Experiential Learning
• Highly Specialized Development
• Unlimited Access to Self-Paced Learning Tools 
• Rich Performance Feedback
• Assessment as a guideline for development 
• Regular Exposure to Top Executives 
• Networking Opportunities

Engage Your High Potential 

• Delegation to your high potentials
• Shared decision making
• Rotational Assignments. 
• External Coaching.
• Action Learning. 

Engagement Culture

• The drivers of engagement 
• The building blocks of engagement culture ) Richard Barrett) 
• Spitzer's eight desires of motivation and engagement 
• Career development 
• The ROI of Employee Engagement 
• Employee retention funnel 
• ROI of engagement calculations: A practical example

Practices for Engagement

• The talent war and the cost of losing it
• Building the employee brand; what an engaged employee looks like 
• Factors that improve employee engagement
• Activities that organizations can follow to build engagement
• Building high performance teams: A powerful engagement tool 

Employee Engagement Initiatives 

• The CEO: Chief Engagement Officer
• Leadership that ignites passion
• The 'VOICE' framework
• Managing potential employee engaging events

Coaching & Mentoring 

• Talent-fit coaching
• Coaching & Mentoring - the differences
• A good coach needs to develop excellent communication skills 
• Help others to set “clear and distinct” goals
• Help others to create and sustain a positive mental attitude 
• Ask more questions, rather than give direct instructions
• Understanding Human Motivation 
• Motivating Others to Achieve 

Mentor is a role model 

• Mentoring Relationships - formal and informal
• Practical Career Planning
• Decide how you want to be perceived and act accordingly 
• Demonstrate the qualities that you want to see in others
• Constructive criticism
• Appreciation and praise
• Get the timing right
• Mentoring Younger Staff – high potential
• Leader’s Action Plan
• By the end of this program, each participant will be concerned by creating a clear action plan that contains enough details to increase high potentials employees’ engagement rates. This Action plan will include an outline of goals, objectives, measurements, action steps and responsibilities for each step.
• Why do we need a high-potential program?
• How will it support our business strategy and improve our competitive advantage? 
• How will it benefit the organization, the high potentials, and the rest of our employees? 
• How will we measure the success of the program, and what dollar value will we place on high-potentials at different stages of development?
• Action Plan Pillars: 
• I will Stop ….
• I will Continue ….
• I will Start