Ensure leadership continuity with this program on high‑potential talent identification, leadership pipeline development, and strategic succession mapping. Participants will learn to define HiPO criteria, use assessment tools to identify future leaders, and design development plans that prepare them for senior roles. The curriculum covers talent review processes, succession planning frameworks, and the integration of HiPO programs with business strategy. Through case studies and practical exercises, attendees will develop the skills to build a robust leadership pipeline that mitigates succession risk and drives organizational performance. This program is essential for HR leaders, talent managers, and executives responsible for leadership development.
Objectives
- Define HiPO criteria aligned with organizational values and future needs
- Use assessment tools (psychometrics, 360‑feedback, performance data) to identify HiPOs
- Design development plans (stretch assignments, mentoring, coaching) for HiPOs
- Conduct talent review meetings to calibrate HiPO identification
- Map succession for critical roles and develop ready‑now candidates
- Integrate HiPO programs with broader talent management processes
- Measure the ROI of HiPO development and track progression
- Ensure diversity and inclusion in HiPO identification
- Engage senior leaders in sponsoring HiPO development
Target Audience
- Talent management and leadership development professionals
- HR business partners and directors
- Chief human resources officers
- Learning and development managers
- Line managers involved in talent reviews
- Executives responsible for succession planning
- Consultants in talent and leadership
Methodology
- Workshops on HiPO assessment tools and techniques
- Talent review simulation exercises
- Succession mapping practice with sample data
- Case study analyses of companies with strong leadership pipelines
- Development planning sessions for HiPOs
- Peer sharing of HiPO program experiences
- Action planning for implementing HiPO programs
