In our work with Organizations we have found that the Tatva model, our systemic model of holistic performance enhancement provides a powerful framework for sustainable impactful change.
There are also some natural change agents within organizations. These are the High Potential folks across the hierarchy.
Typically they exert a canopy of influence that goes beyond strict hierarchies and role boundaries because of their inspirational capabilities and capacities. They are your opportunity to accelerate change.
Focused energy and effort on the development of these folks impacts their entire canopy of influence. Accelerating their development accelerates their performance, builds resilience in the Organization and creates a powerful leadership pipeline.This is the domain of our HiPo Development model.
Meanwhile, leaders we work with have been feeling the pressure of growing competition and stagnating demand. At mid-levels, a steady loss of high potential talent to competitors. The realization has dawned – the existing career- growth models aren’t tuned to the aspirations of high potential talent in terms of challenges, opportunities, growth, rewards and recognition.
Some proactive organizations have realized the need for a systemic solution and have worked with us to build it. Through these and many other experiences in systemic capability development we have observed and tethered the power of developing Hi-Potential talent in organizations in a systematic, long term and holistic manner to develop leadership capacities and competencies from deep within.Here are six key principles, which when implemented carefully, in our opinion will yield powerful results.
Designing a High Potential Intervention