Are you in HR or Organisational Development and spent countless $$$ and hours investing in a High Potential Development program, only to see it fail to meet expectations? We understand, so this presentation highlights 5 ways to make your HiPo program the success it should be.

1. 5 Solutions to Prevent Your
High Potential Training
Program From Failing
By Mark Stuart,
Head Trainer, Anagram Group

2. Employees that firms want to
ensure stay and don’t get lost
to the competition.
Who are the High Potentials (Hi-Pos)?

3. In short, they are the future.

4. These programs typically range from:
3 to 12 months
6 to 80 employees

5. CEB Global’s research indicates that:
HiPos are 91% more valuable than
non-HiPos, yet 73% of programs
are failing to deliver business
outcomes or ROI.

6. Despite significant investment on
the part of the employer, many
fail to achieve their original
objectives.

7. Our Hi-Po Programme Looks Like…
Online Surveys
to Assess
Competence
Training
Programme
Group
Coaching
Presentation to
Senior
Management
Online Surveys
to Access Results
1
2
3
4
5
5
STAG
ES
O
F
A
HIG
H-PO
PRO
G
RAM
M
E

8. 5 Solutions
How do I prevent a training
programme from failing?

9. Problem #1
Lack of
management
buy-in

10. Participants need to feel that
they have management
who are supportive of
their inclusion.

11. Without this, they
can start to feel
disengaged and
demotivated.

12. Solution #1
Have a pre-program meeting or
call with the line managers of all
the participants, co-ordinated by
the HR/L&D team

13. Solution #1
Explain the reason behind the program:
Why their employee was selected?
What changes they should expect to see?
What is needed from the managers for the program?

14. • Regular catch-ups to discuss what they’ve been learning
• How it can be applied in their jobs
• Facilitating opportunities to put their new skills in place
Solution #1
Support should include:

15. #2
Wrong
employees
chosen for the
program.

16. The success of your HiPo
program is dependent on
the correct selection of
employees

17. According to CEB Global, a successful HiPo candidate has three
distinguishing attributes:
Solution #2
Aspiration for reaching a more senior position
Ability to be more effective in senior roles
Engaged and committed to the firm

18. If the wrong employees
are selected, 55% are
likely to leave or drop
out of the program
Solution #2

19. This comes at a
huge cost to the
firm, so the HR
department needs to
invest time and
collaborate with the
business
Solution #2

20. Problem #3
Lack of clarity
from the
employee as to
why they have
been selected

21. Solution #3
HR and the respective line manager should be
Talking with the participant
Explaining why they have been selected
Confirm their desired participation.

22. Solution #3
Things can derail the employees’ enthusiasm for the program,
resulting in:
• A lack of willingness to participate
• Reluctance to appear ‘above’ their peers
• Think they are more important than their colleagues

23. Problem #4
Lack of clear
objectives and
overall goals for
the program

24. Agree on what the
company is aiming to
achieve by running
the program.
Solution #4

25. With no training objectives
participants return to their jobs and
perform the same as before.
Solution #4

26. Solution #4
Unless their development is structured
throughout the year with an end state in mind,
you won’t get a good return
on your dollar.

27. Ensure the training company delivers a varied program including:
• Workshops
• Individual and/or group coaching
• Additional and relevant articles
• Offsite time to get away from the office
Solution #4

28. Without variety,
you risk seeing the
participants become
slowly disengaged.
Solution #4

29. Problem #5
Lack of ongoing
communication
between employer
and training
company

30. The training company needs to treat
their client as if they’re in a
relationship with them.
Solution #5

31. Provide regular feedback to HR
on identified issues or progress, making
suggestions on changes to the program as
they go along.
Solution #5

32. What can firms do
better to ensure their
HiPo program is a
success and delivers
ROI?

33. The key to a
successful program is
communication!

34. Trainer
HR
Team
Line
Manager
Have open communication

35. All decisions are taken with the most important person in mind:
the participant

36. These programs take up a lot
time but aren’t your most
promising employees worth it?

37. Lunch & Learn Talks
DISC
Personality
ProfilingSoft Skills Workshops
EQ, Negotiation,
Presentation & Meeting Skills
Leadership &
Management
Workshops
Banking
Workshops

38. Visit our website for more information
http://www.anagram-group.com/high-potential-programmes-singapore
Connect with me on LinkedIn
https://www.linkedin.com/in/asiacorporatetrainer/
Contact Us
enquiries@anagram-group.com