Defining, identifying, and developing people labeled as high potentials (HIPOs) has occupied a central role in the careers of many highly competent industrial-organizational psychologists, talent professionals, CHROs, and line executives for decades.
Their efforts have been documented in innumerable journal articles, white papers, books, and symposium presentations. Over those same decades, the identification and development of HIPOs has become increasingly important to organizational health and effectiveness. Events such as the “war for talent” have accelerated the importance of effective talent identification and the ability of organizations to answer questions such as: Who will take on the roles of our senior leaders as they move up and out? How effectively will our business strategy and anticipated growth be supported by the quality of our talent?
