High potential programs are rampant throughout corporations as senior leaders seek to develop potential employees into future leaders.  Today Dr. Bray talks about what to do if you are a high potential employee, what companies are doing wrong and what you, as a manager may be doing wrong in developing these individuals.

 

TODAY’S QUESTION

Q: “What do I do if I disagree with my performance review?” -Cynthia, San Antonio, TX

A: Recognize what it is and how it was created. It’s not the end product of a negotiation, it is a formal record of your managers opinion of the quality of your work. It is nothing more than an opinion! Unconscious biases play a role in the development of a performance review.  You have 3 choices: 1. Accept the review and make necessary changes for a higher rating next year. 2. Don’t change anything. 3. Quit.
If your rating is based on incorrect information you may need to stand up for yourself and get the review changed. Do not ask during your review what you can do to get a higher rating next year. Save that for a later time, spend time thinking whether or not  your manager may be right?

 

STUFF WE LEARN IN THIS EPISODE

How are most high potential employees identified?

  • They rank within the top 5% of an organization.
  • Perceived to be the most likable, motivated, and capable.

Numerous employees are getting chosen for leadership development programs that may not belong. Employees are often chosen and valued for technical expertise or work ethic and results.  Taking initiative and achieving results gets a person noticed, but that doesn’t mean they will make effective leaders.

2 skills High Potential Employees need:

  1. Strategic vision
  2. The ability to motivate and communicate with others.

Don’t assume you have an adequate leadership pipeline when in reality, you may be observing the wrong behaviors to identify potential leaders.

 

QUOTES BY CHRIS

“Nearly 40% of hi-pro individuals don’t belong in those programs!”

 

 


 

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