ELI Group's Blog

Continued Development for High Potentials

Companies are paying more attention than ever to identifying high potential employees within their organizations.  However there is much debate about whether or not to let these high potential employees know that they have been identified as such.  Unfortunately many people who are labeled as “high potential” tend to derail.  This happens because, sadly, these employees begin to feel entitled to promotion opportunities and lose sight of crucial self-awareness.  So what should you do if you’re identified as “high potential” within your organization?

1. Reflect on what additional skills are needed at the next level.  Don’t make the mistake of assuming that you will just be doing more of the same.  Focus on what is new and unique in more senior-level roles.  This shows that you understand how the next level is different from your current role.
2. Continue to pursue personal development opportunities in all forms (e.g., training, coaching, mentoring).  See all new experiences as learning opportunities and seek out different ways to expand your thinking.  This shows that you recognize the importance of life-long learning.
3. Identify mentor(s) from other parts of the company to broaden your organizational understanding.  If possible, also seek out people from other organizations to establish peer-mentoring relationships.  This shows that you value and cultivate professional relationships.

By continuing to focus personal development, you actively demonstrate the wisdom of strong leaders — the awareness that we all have significant strengths and weaknesses and that there are always opportunities to learn and grow.  While confidence is often seen as a key trait for leaders, self-awareness is actually much more important in the long-term.