While 65 percent of companies have high-potential programs, 68 percent say these programs are not very effective. Until now, the quest to capitalize on leadership potential has been about identifying the “haves and have nots.” Transforming potential into meaningful business results requires far more than targeting the growth of small (and often, weakly diverse) groups of high-potential leaders.

To compete in a world of constant change, organizations must completely re-think their strategy and broaden their efforts to develop and unleash diverse forms of potential in order to achieve the substantial returns possible through these approaches. We found in Global Leadership Forecast 2018 that organizations who expand their view of high-potential talent beyond senior levels are 4.2 times more likely to financially outperform those who take a narrower view. 

Join Evan Sinar from DDI and Rebecca Ray from The Conference Board as they outline the specific practices that drive success rates and enhance diversity for high-value talent assets.

Insights from this webcast:

• Identify the practices that matter most (and least) for boosting success rates for high-potential leaders.
• Learn how to leverage the critical power of diversity and inclusion when identifying high-potential talent.
• Avoid dangerous and costly mismatches between what high-potential leaders want and what they get to develop themselves as leaders.

Who Should Attend: Human Resource professionals in leadership development, employee engagement, talent management, diversity & inclusion, and strategic planning