Research Brief
A recording for this session isn't published. Below is the BPI editorial brief — key takeaways, an in-depth summary, and FAQs drawn from the original session materials and the presenter's body of work.
Presenter
Best Practice Institute
Best Practice Institute
**Senior Executive Board: Benchmarking Session**
Description
This benchmarking session will focus on all aspects of High Potential Leadership Development Programs in Senior Executive Board Organizations including:
- Key differentiators in high potential talent programs including job fit, engagement and retention,
- Measurement of the impact of your high potential programs;
- Assessment of capability gaps over time;
- Social or innovative practices;
Learning Points
Discussion Questions: · What are your key differentiators and “have to haves” in your high potential talent programs? · How do career aspirations of high potentials relate to job fit, engagement and retention within your organization? · How do you measure the impact of your high potential programs? · How do you assess capability gaps over time? · What social or innovative aspects have you implemented in your high potential programs?
Who Will Participate
Senior Executive Board members and internally invited guests
Key Takeaways
- 1.Benchmark key differentiators in high potential talent programs, including job fit, engagement, and retention.
- 2.Learn how to measure the impact of your high potential programs.
- 3.Discuss methods for assessing capability gaps over time.
- 4.Explore social and innovative practices being implemented in high potential programs.
- 5.Examine the relationship between career aspirations of high potentials and organizational outcomes.
- 6.Provides a forum for senior executives to share best practices on talent development.
About the Session
This is a benchmarking session for Senior Executive Board members and invited guests to discuss an array of topics concerning High Potential (HiPo) Leadership Development Programs. The session is structured around a series of key questions to facilitate a deep-dive into organizational strategies and practices.
Key Discussion Areas for High Potential Programs
The session focuses on several critical aspects of modern HiPo programs:
1. Program Differentiators & Essentials
The discussion will identify the "have to haves" and key differentiators in successful high potential talent programs. This includes exploring what makes these programs effective and unique.
2. Career Aspirations, Engagement, and Retention
A key topic is the relationship between the career aspirations of high potentials and their job fit, engagement, and retention within the organization. Participants will share insights on aligning individual goals with company objectives.
3. Measuring Program Impact
The group will explore various methods and metrics for measuring the tangible impact of high potential programs on both the participants and the organization as a whole.
4. Assessing Capability Gaps
The session will cover strategies for assessing leadership and capability gaps over time, helping organizations to be more strategic in their development efforts.
5. Innovative Practices
Participants will share social or innovative practices they have implemented in their high potential programs to enhance learning, engagement, and outcomes.
This session delves into the critical elements of successful high potential (HiPo) programs, offering insights from extensive benchmarking. It explores how organizations can effectively identify, develop, and retain their most promising talent, a practice that remains fundamental for sustained organizational success and agility in a constantly evolving business landscape.
What you'll learn
- Key benchmarks for designing and evaluating high potential programs.
- Effective strategies for identifying individuals with true leadership potential.
- Methods for accelerating the development of HiPo talent.
- Techniques for ensuring the retention of high potential employees.
- Best practices for integrating HiPo initiatives with broader talent management strategies.
Who this webinar is for
- HR executives and professionals.
- Organizational development leaders.
- Talent management specialists.
- Senior leaders responsible for succession planning.
- Anyone involved in designing or managing leadership development initiatives.
Why it matters now
The landscape of work is continuously shifting, making the robust development of internal talent more crucial than ever. Organizations that effectively nurture their high potential individuals are better positioned to innovate, adapt, and maintain competitive advantage. Investing in these programs ensures a strong leadership pipeline, mitigates the risks associated with talent shortages, and fosters a culture of continuous learning and growth. Despite its importance, many organizations still struggle to maximize the impact and return on investment of their HiPo efforts.
How leaders can apply this
Leaders can leverage the insights from this benchmarking session to critically assess and refine their existing high potential programs. Consider these applications:
- Review identification criteria: Ensure your methods for spotting HiPos are robust, unbiased, and predictive of future success.
- Tailor development paths: Create personalized development plans that align with both individual aspirations and organizational needs.
- Enhance retention strategies: Implement mentorship, sponsorship, and challenging assignments to keep HiPos engaged and committed.
- Measure impact effectively: Establish clear metrics to track the success and ROI of your high potential initiatives.
- Communicate program value: Clearly articulate the purpose and benefits of HiPo programs to gain buy-in from both participants and senior leadership.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on High Potential, Leadership Development, Capability Building, and Talent. Expect ideas you can use in leadership conversations, not abstract theory, drawn from Best Practice Institute's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for high potential inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about High Potential, Leadership Development, Capability Building, and Talent.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.