{"id":26023,"date":"2021-01-21T06:58:46","date_gmt":"2021-01-21T12:58:46","guid":{"rendered":"http:\/\/corevalues.com\/?p=26023"},"modified":"2021-01-21T06:58:46","modified_gmt":"2021-01-21T12:58:46","slug":"nurturing-high-potential-employees","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2021\/01\/21\/nurturing-high-potential-employees\/","title":{"rendered":"Nurturing High-Potential Employees"},"content":{"rendered":"

\"\"<\/a>How do you bring out the best from the best in your org? Try nurturing your high-potential employees.<\/p>\n

We\u2019ve seen how the pandemic brings out the worst in people. And, there\u2019s no denying that it has also brought out the best in many.<\/p>\n

For instance, we\u2019ve always known healthcare workers and medical practitioners to be dedicated people.\u00a0 But we didn\u2019t realize till now how passionate they truly are \u2013 clocking in more than 36-hour work shifts to tend to the sick and dying. How they\u2019ve stepped up to the plate with limited resources, consistently putting others\u2019 needs before their own.<\/p>\n

We\u2019ve also seen how teachers have had to adapt to an online setup \u2013 creating and recreating lesson plans till the wee hours to cater to the changing needs of the student.\u00a0 Or the parent who found himself\/herself out of work but found alternative sources of income to make ends meet while caring for children at home. How about that neighbor who offered to buy groceries for the next-door senior who couldn\u2019t buy essentials herself?<\/p>\n

Or take into consideration local nonprofits who deal with hunger and homelessness. Their service pool has expanded exponentially with long food lines and threats of eviction or foreclosure. Yet their volunteers work tirelessly to help those whose safety nets have collapsed leaving many in free fall.<\/p>\n

Why nurturing high potential employees matters<\/h4>\n

The stories are many and all of them strike a familiar chord. As a collaborative work culture consulting firm and group dynamics advocate that licenses our collaborative work culture and leadership resources to internal and external HR specialists<\/a>, champions like these are exactly the type of people who make an organization stand out.<\/p>\n

They have initiative because they are driven. They get \u201cit\u201d and they simply want to do good.\u00a0 \u00a0To put it dramatically, if I were going to \u201cwar\u201d, they\u2019re the ones I\u2019d fight tooth and nail to be with.\u00a0 They\u2019re passionate. They know that a sense of community is necessary for survival. And while the risks are apparent, the shared objective (to survive COVID-19 while helping the community) fuels them forward.\u00a0 I won\u2019t be surprised if these same people are the ones who do exceptionally well in their workplace.<\/p>\n

Where to find driven people when the goal is to nurture your high-potential employees?<\/h4>\n

How do organizations find driven individuals like them?\u00a0 Better yet, the more appropriate question would be How can organizations retain people like them?<\/em><\/p>\n

While the pandemic has made people hang on to their jobs for dear life, its reckless to think that they won\u2019t leave.\u00a0 Someone right this very minute, may be thinking of resigning, accepting the retirement package, or moving to another organization.\u00a0 And now isn\u2019t exactly a good time to let go of key people.<\/p>\n

From experience, here are non-negotiables when it comes to nurturing (and retaining) high-potential people in your organization.\u00a0<\/strong><\/p>\n

Identify your high potentials<\/h5>\n

Consider past and present performance, as well as their learning agility.\u00a0 Their inclination for growth provides a clear picture of who among your pool has the highest potential to take on a leadership role.\u00a0<\/strong><\/p>\n

Boost learning and engagement<\/h5>\n

Its painful to see high-potentials leave only because they feel that their growth has stalled or plateaued.\u00a0 I\u2019d accept dissatisfaction over compensation, but this is less of a factor in my experience.\u00a0\u00a0 In many instances, the solution is painfully simple \u2013 mentoring and leadership training<\/a>.\u00a0 The type of training referred to here isn\u2019t a one-off event.\u00a0 Its strategic, targeted, customized training.\u00a0 It\u2019s a bespoke and measured process designed for organization-specific improvements. It is also learning that can be accomplished in steps and through learning circles.<\/p>\n

Get them involved with high-visibility Assignments<\/h5>\n

The key to keeping performing team members engaged is to involve them in highly visible and meaningful assignments<\/a>.\u00a0 This may be achieved in various forms \u2013 rotating an employee to a partner\/supplier\/assigned branch, enjoining them in a new company initiative, or even swapping positions in a different department.\u00a0 The objective is to give the top-performing individual opportunities to gain visibility, experience, and depth.\u00a0\u00a0<\/strong><\/p>\n

When it comes to high-potential employees, measure progress consistently and frequently<\/h5>\n

Instead of waiting for the year-end review to evaluate, implement a quarterly performance review or catalytic coaching that gives them more immediate feedback.\u00a0 This feedback can be used to improve performance in the short-term. \u00a0<\/strong><\/p>\n

Get them out of their comfort zones<\/h5>\n

Growth is necessary, but more often than not, its uncomfortable.\u00a0 We expect employees to be experts for the job they were hired for. No problem with that.\u00a0 But this alone is insufficient to mold engaged team players and team leaders.\u00a0 Holistic development must always be included in the mix.\u00a0 It\u2019s a balance of soft and hard skills \u2013 one that I always promote and encourage in my TIGERS\u00ae Team Fundamentals<\/a>.\u00a0\u00a0 I encourage even those in upper management to constantly try new things, acquire new experiences, and new skills.\u00a0 It isn\u2019t as elementary as it sounds.<\/p>\n

Nurturing high-potential employees is often a risk. Invest and they might up and leave in an instant.\u00a0 Don\u2019t invest and you risk having them lukewarm performance and meager productivity. But when I am posed with this dilemma, my knee-jerk reaction is to rethink the use of potential.<\/p>\n

Instead of zeroing-in on locking high-potential for a 30-year tenure, push them to perform NOW.\u00a0 Drive the importance of learning, unlearning, and relearning so that it helps your organization NOW.\u00a0 Last but not least, align their personal aspirations with the organization\u2019s roadmap.\u00a0 High potentials thrive when they are truly accountable for something. It communicates the philosophy that they MATTER.<\/p>\n

Copyright TIGERS Success Series, Inc. by Dianne Crampton<\/p>\n

About TIGERS Success Series, inc.<\/h4>\n

TIGERS provides a comprehensive, multi-pronged and robust system for improving your workforce behavior, work culture, profitability and project management and team leadership success. We offer licensing and certification in the use of TIGERS resources to build high performance collaborative teams and leaders.<\/p>\n

\"\"<\/a>We specialize in building cooperation among employees and collaboration between departments for profitable agile, high performance team outcomes.\u00a0 Scaled to\u00a0 grow as your organization and leadership performance improves, our proprietary\u00a0TIGERS Workforce<\/a>\u00a0Behavior Profile<\/a>,\u00a0Micro-Training technology and group facilitation\u00a0<\/a>methods result in your\u00a0<\/a><\/strong>high performance team outcomes and change management success. We also license and certify elite internal and external consultants and project managers to use our resources for similar outcomes.\u00a0Schedule a consultation to learn more<\/a>.<\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

How do you bring out the best from the best in your org? Try nurturing your high-potential employees. We\u2019ve seen how the pandemic brings out the worst in people. And, there\u2019s no denying that it has also brought out the best in many. For instance, we\u2019ve always known healthcare workers and medical practitioners to be […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","footnotes":""},"categories":[813],"tags":[287,707,399,242],"class_list":["post-26023","post","type-post","status-publish","format-standard","hentry","category-employee-performance","tag-employee-accountability","tag-employee-behavior","tag-employee-development","tag-employee-engagement"],"_links":{"self":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/26023","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/comments?post=26023"}],"version-history":[{"count":0,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/posts\/26023\/revisions"}],"wp:attachment":[{"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/media?parent=26023"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/categories?post=26023"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/corevalues.com\/dev\/wp-json\/wp\/v2\/tags?post=26023"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}