Seaker: Dr. B. Lynn Ware CEO and President, Integral Talent Systems, Inc. She is an Industrial/Organizational Psychologist
Who will Benefit
- Chief Talent Officers
- SVP or VP
- HR Business Partners CTO
- VP Sales
- VP Engineering
Identifying High-Potential Employees
- Who are High-Potential Employees?
- Differentiating a High Potential from a High Performer
- What’s Different about a High-Potential Employee?
Developing High-Potential Employees
- Developing a High-Potential Employee
- How to Acccelerate Development
- Types of Developmental Activities
- Placing High Potentials in the Right Role
- How to Spend Your Time Most Effectively with a High Potential
- Giving Feedback to High Potentials
- Providing Career Support to High Potentials
- Career Planning for High Potentials:
- Roles & Responsibilities for Career Development
- What Holds Managers Back?
- Putting It All Together: Writing a Career Development Plan
- Supporting Career Development Action Plans: Tips & Tactics
- Helping High Potentials Transition into a New Role
Retaining High-Potential Employees
- Early Warning Signals of Disengagement
- How to respond to an Early Warning Signal
- Learn the three attributes that all high potnetial employees share
- Understand the types of development activities to use with high potentials
- Identify what you may need to modify in managing your high potential employee
- Learn how to help the high potential plan for their career at your organization
- Learn how to identify potential attrition triggers for high potnetials
- Learn proven techniques for retaining high potentials
A high-potential employee has the ability, aspiration, and motivation to contribute both a higher quantity and quality of work for their employers and for their teams than the average worker.
However, to get the benefit of a high-potential employee, some special management of this type of employee is necessary.
- 1 in 3 high-potential employees admit to not putting full effort into their jobs
- 1 in 4 believes that he or she will be working for another employer in a year
- 1 in 5 believe that their personal aspirations are different from what the organization has planned for them
Therefore, without special attention to the needs of your High Potentials, you run the risk of losing them and leaving productivity on the table. In this webinar, you will learn how to identify a high potential employee, how to go about developing them so that they can perform at their maximum contribution level and how to keep them working for your organization for as long as possible.
This activity has been approved for 1 HR (General) recertification credit hours toward aPHR, PHR, PHRca, SPHR, GPHR, PHRi and SPHRi recertification through HR Certification Institute (HRCI). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
This program is valid for 1 PDCs for the SHRM-CP® or SHRM-SCP®
Dr. B. Lynn Ware CEO and President, Integral Talent Systems, Inc. She is an Industrial/Organizational Psychologist and thought leader who has practiced for over thirty years in the talent management field. She has designed, developed and implemented career development systems in partnership with several Best Place to Work organizations such as Google and Scripps Medical Center.
Dr. Ware's mission is on how to leverage the company's investment in talent to generate stronger financial outcomes. Dr. Ware has experience designing, implementing and measuring a wide variety of integrated talent management solutions in the consumer products, energy, financial services, health care, technology, manufacturing and retail industries. She is frequently quoted on trends in talent management in numerous publications such as the Associated Press, San Francisco Chronicle, Harvard Business Review, and Computer World magazine, and has been featured several times on CNN as a global talent management expert.