Are You Performing for Your High-Performers?

Consider how you are performing for your high performers. Most organizations have a process to identify High Performers - individuals who are succeeding in their current role and are promotable to new organizational layers. In this post, you will discover:

• Preparing to promote also means preparing to replace

• The power of a path

• Mapping your path

Preparing to promote also means preparing to replace

When a manager identifies a High Performer (sometimes called a "HiPo"), the first task is obvious - create an opportunity for the person to learn and take on a new challenge. However, many organizations fail to prepare to support a successor for the HiPo. Perhaps the assumption is that because the HiPo's move is internal, she'll be available to coach. Perhaps it's difficult or even painful for the HiPo's manager to consider losing him. Whatever the reason, if the organization doesn't take steps to understand the why the High Performer is currently succeeding, their eventual replacement is likely to be less effective than their predecessor. It's irresponsible to position a successor for failure.

• The 9-Box Talent Assessment Grid is one of the most common ways to identify High Potential individuals. If you are not familiar with the tool, we recommend the 3 minute video here for a quick introduction.

The power of a path

One of the best ways to ensure you're supporting your high performers is by sharing the institutional knowledge needed for their new role. You create a path to success when you educate them in the skills, experiences, and passions required. Remember that high performers are often quite visible to the rest of the organization. Others are watching their success or failure and deciding whether to opt-in to new opportunities. Seeing an organization both promoting from within and ensuring success in a new role can be a powerful motivator for the whole team. The absence of such support will also be noticed.

Mapping your path

When you reflect on your career path, you can likely see the steps (and missteps) you took along the way. This week, take a few minutes to think about your journey and the journey of someone on your team. If we can help in the process, just ask.

• Map a step in your own career path

  • What role were you promoted to?

  • Who replaced you in your previous role?

  • Who did you replace?

  • Best memory of the process

• Build a potential path for one of your high performers

  • Role now & role in the future

  • Who will they follow

  • Who will replace them

• Accept our invitation to schedule 20 minutes to brainstorm with Lithyus about options for improving the chances of success for your High Potential team members.