High Potential Development - next case study

Issue
During the first year, the programme was created to provide a general leadership programme for middle managers, which at the same time would foster the global integration of a newly created business group. During the second year, it became more focused on High Potentials and became a follow-up to a career potential assessment centre, which most participants underwent one or two years before the programme. During the third and fourth year, the return on investment was enhanced by working on real business issues.

Approach
Based on the analysis of the assessment results, the competency focus of the programme was adapted to address specific development needs of this population. During the third phase, the business focus was enhanced by introducing action learning projects related to current strategic initiatives, each sponsored by the responsible member of the board. The teams in which the participants worked on the project have been formed by working together virtually on an assignment before coming on the programme.

Results
In several cases, the participants came up with improvements which had a positive effect on the bottom line. In all cases the implementation of strategic initiative was improved based on the experience and the alumni became effective change leaders of the initiative in the organisation. An online evaluation with participants and their managers 6-12 months after taking the programme showed observed improvement in the performance of the alumni.