Question 1

Is a strong current performer automatically a high-potential employee?

Accepted Answer

Not necessarily, strong current performance does not reliably predict success in a substantially larger role, since the capabilities involved can genuinely differ.

Question 2

What should genuine high-potential assessment actually look for?

Accepted Answer

Indicators like learning agility and adaptability, capacities that transfer across different levels of responsibility, rather than simply extrapolating from current performance.

Question 3

Why might someone with real potential not be identified through standard performance reviews?

Accepted Answer

Because their current role may not showcase the specific capabilities a larger role would require, meaning performance-based identification alone can miss genuine potential.

Question 4

How can an organization improve the accuracy of its high-potential identification?

Accepted Answer

By reviewing whether previously identified high-potential employees actually succeeded in larger roles, and by explicitly separating performance assessment from potential assessment.

High-Potential Identification: Spotting Future Growth