Accelerate growth: High potential development

Understand the problem

What are your people not doing that you need them to do? Get to the root cause of performance problems by analyzing the gap between what you’re trying to achieve as an organization and why your employees are not performing at the level required to reach organizational goals. Where is the disconnect?

Understand drivers of behavior

To understand why you’re having performance issues, you also need to understand the internal drivers and motivators of your employees. Performance issues can often be linked to individual mindset, skills, and behavior. A good development program should help employees raise their own self-awareness to see what may be causing performance issues — and then give them an action plan for moving toward higher performance.

Consider future needs

What are the needs of the business — not just today, but in the future? Your development program should certainly focus on developing the skills and behaviors that your organization needs right now. But you should also have a plan for developing the skills and behaviors that will likely be needed for continued success in the future.

Personalize development to each person

Make each person’s individual development plan relevant to their job and level. A great development program should be scalable and personalized for each employee. Each of your employees likely has different strengths and weaknesses, so their development programs should reflect what they need to develop in order to be successful in their role.

Sustain the changes you want to see

There is no end to a great development program. Development across the entire organization should be ongoing. What can you do to sustain the changes being made through your development program? Figure out how best to reinforce continuous learning for all employees and teams.