High Potential Development

Move from ‘Succession Planning’ to ‘Succession Ready’

An artistic graphic of people putting together a business puzzle as a representation of high potential development programs.

Together we can customize high potential development programs for your organization to get your best and brightest ready for their next leadership step. Not only are we developing your best for bigger things, but we are showing them they are highly valued and staying here is the best way to advance their career.

Sample Cohort experiences:

Creating Next-Gen Leaders: A Team-Based Approach

Objective: To develop high potentials for internal succession through a blended learning program of leadership skills development and participation in an organization wide business challenge. Ideal for developing a ‘general manager’ mindset, stretching participants’ outside their areas of expertise.

Structure: Cohorts of 7-9 participants are given a weighty organizational challenge that is on the minds of senior leaderships. They are provided a ‘learning coach’ who assists them in their personal growth, and an ‘executive coach’ who ensures they have access to organizational resources. After forming of a team, a few weeks/months of data gathering and analysis, the cohort presents their recommendations to senior leadership for implementation.

Check out a Case Study here

Creating Next-Gen Leaders: Accelerating Individual Readiness

Objective: To develop high potentials for internal succession through an applied learning program including leadership skills development and coaching / mentorship. Providing an immersive experience that encourages participants to push outside their comfort zone while learning alongside others who may be facing similar challenges.

Structure: Cohorts of 7-14 participants are provided a leadership assessment to increase self awareness and set personal growth goals. A variety of monthly supports are provided, including topical readings/videos, one-on-one coaching conversations, a sr. leadership mentor, and monthly cohort discussions. A post-program assessment provides feedback on progress and sets participants up for future growth.

Check out a Case Study here

Let’s work together to define your goals.

We are strong believers in:

  • Team-based organizational assignments to expand thinking beyond functional while solving critical challenges (perfect for creating up-and-coming General Managers),
  • Leadership coaching assessments to understand the impact on those that we are leading and developing,
  • Leadership training sessions covering the core of leading others, leading self, and leading results,
  • One-on-one leadership coaching to address personal challenges and realize organizational opportunities,
  • Formalized (though temporary) relationships with some of your organization’s senior leaders,
  • Peer connections to support each other and facilitate longer-term collaboration.

Identifying your High Potentials

Research points to three general markers of high potential: 1.) ability (Is the individual able to do the job in question?); 2.) social skills (Can this person establish and maintain cooperative working relationships); and 3.) drive (is this person motivated to work hard, achieve, and do whatever it takes to get the job done?). Most organizations could probably upgrade their talent identification processes if they keep things simple and focus on these three generic markers of potential. Investing in these individuals will produce the highest ROI for your company. What Science Says About Identifying High-Potential Employees, HBR (2017)

If your succession planning needs a boost, let’s have a conversation about high potential development programs.

Are you achieving your leadership vision?

Contact Axiom to discuss how we can help your leaders, and your organization, excel!