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Corporate: High Potentials
The Core Themes program is designed to solve two of the most important challenges facing any leader:
- Develop a team of professionals that function successfully.
- Develop and retain your brightest, most talented, most successful, most driven performers….your High Potentials.
Failing to accomplish the above will result in poor succession planning, poor company performance, costly turnover of staff and ultimately it leads to a corporate culture that lacks morale, positive energy and appeal to the best performers on the market. The end result is a disappointing bottom line!
As a leader and manager, you no doubt have experienced professionals on a team or working on a project fail miserably. You have also been witness to member (s) of your own executive team underperform, thereby affecting the success of the company’s strategic initiatives.
How does Core Themes address team development?
The Core Themes program gets each member of the team in alignment with the strategic objectives, and with each other.
When the member (s) of any team are not aligned with the company’s core values, beliefs, products/services and strategic objectives, and/or with each other, you as the leader will encounter resistance, poor performance and have to contend with unmotivated and less energized employees.
Every professional has their own personal Core Themes that guide their decisions, actions and the type of work they do. The Core Themes program helps the professional identify and understand their Core Themes as they relate to their role in the company. It is when the personal Core Themes are out of sync with other team members or the company’s mission, that problems ensue.
Example:
Nicholas is a marketing executive and sits on the executive team with the President, CFO, CIO, VP Operations and VP Merchandising. They are discussing quality control issues since they have had substandard product from overseas. Most recently, they were shipped a lot of men’s sweaters that were slightly discolored.
What to do?
The choices discussed: sell product at a discount—return it to vendor—sell it as first rate and give refunds if customer complains.
The majority voted to sell the product as first rate and refund a portion or all of the purchase price when the customer complains about the discoloring of the item. Nicholas expressed his strong disagreement with the decision making the case (unsuccessfully) that the company’s mission and beliefs were not being adhered to. He stated his discomfort with being associated with fellow executives who would compromise their values to gain a short term profit.
Nicholas eventually resigned from the company as he became even more frustrated when he could not influence the other members to live their values.
Nicholas went on to work for a company that was more compatible with his Core Themes and in particular, his values regarding product quality and customer satisfaction.
How does Core Themes address High Potentials?
As a leader of your company or division, you know it is imperative to have the most talented people working for you that you can afford. Every company is vying for the best and brightest. Without these high potentials, you will not consistently generate new ideas, develop great products or have as successful a future.
If investing in your high potentials is one of the best investments you can make, then why do so many companies often lose their best high potentials to the competition?
Some of the more common reasons include:
- Companies do not clearly identify these high potentials and provide an accelerated developmental plan. Consequently, these high potentials start to look elsewhere for better opportunities.
- Incompetent managers who do not know how to develop these high potentials or are threatened by them.
- The high potential is in the wrong job and becomes bored, frustrated and unmotivated.
- The high potential's Core Themes are not being realized. In other words, their primary values, needs and interests are incompatible with their job.
It is important to bear in mind that high potential’s are accustomed to achieving success. In most cases, their accomplishments date back to elementary school when they were a star pupil. Usually, they have a history of excellent performance, and they expect that the future would be no different. So, how do we correct the problem and keep our high potentials happy, motivated and successful?
- First, the company must decide if it wants to develop a “culture of development” where everyone has the opportunity to improve upon their talents and be in a position to advance.
- Second, develop a list of core competencies for success in your company and identify those individuals who match these competencies.
- Third, complete a comprehensive assessment of the high potentials to include formal testing, past performance, current performance.
- Fourth, identify the Core Themes for each high potential and align his/her Core Themes with where they best “fit” in the company.
- Fifth, develop a thorough and detailed “developmental career plan” that will take the high potential out 3-5 years. This plan to be developed by the high potential, boss, boss’ boss, human resource and other leaders & managers as appropriate.
The bottom line—high potential professionals must believe that the company recognizes their talents and are committed to a continuous program of development. Lacking this belief, they are sure to listen to the “head hunter” calls.
If however, they are “content”, they are not likely to be seduced by another company.
And the benefits…well there are many but here are just a few:
- The company gets the ultimate performance from the high potentials.
- Employees get the message that the company is willing to invest in the best performers which motivates them to work harder.
- Other talented professionals are attracted to your company when they learn of the investment made and the rewards offered to the high potentials.
- Talented, successful and motivated employees consistently get the job done! And any executive knows what this means---greater profits!
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Corporate