High-potential employees represent the future leadership talent of an organization and are characterized by passion and quick movement through company roles. These individuals are “hardwired” to achieve – they are assertive, results-driven, exciting to be around, and expect top performance from themselves and others.
Demand for top talent has taken off as the baby boom generation begins to retire. A current research initiative of the Corporate Executive Board is to create a talent management response to these urgent leadership shortages. They cite that nearly 60 percent of organizations report they are experiencing a leadership shortage. A recent Catalyst study also indicates that these high-potential employees aren’t afraid to leave their jobs for greater opportunities despite the continuing recession. It’s no wonder HR managers continue to worry about how to retain top talent critical to their company’s success.
A study by Training & Development identifies coaching, along with more careful selection and improved training, as one of the top ways employers have chosen to successfully retain their high-potential employees. The Appreciative Coaching solution focuses on developing these talented individuals using a positive-based approach that recognizes their unique abilities and develops them further to realize their potential.
Ken became CEO when his company was going through a financial downturn that included cut backs, lay offs, and even the threat of closing the business. No matter the circumstances, Ken tried to remain an inspirational leader who demanded results and supported employees. The pressures were tremendous, however, as staff turned to him for courage and solutions. Ken bore the brunt but had no one to share the burden with. The stress began taking a personal toll on him to the point of beginning to doubt the wisdom of his decision to stay with the company. He engaged an Appreciative Coach and found himself able to reveal his doubts and insecurities with someone who understood that his admissions did not diminish his ability to lead. He discovered that coaching gave him a more balanced perspective of himself including tapping into some strengths from tough times he survived in the past. He found himself re-energized and re-committed to lead the company through the turbulent times.