High Potential Assessments
High performers aren't always high potentials. We show you the difference.
Many organizations struggle to select the right people for their high-potential talent programs because they rely on performance to determine potential. A recent article from the Talent Strategy Group highlights this issue and offers suggestions for accurately identifying high potentials through a formal talent-review process. Similarly, a Forbes article also addresses the problem and offers a solution: Use objective assessments to identify high potential talent. PCI’s High Potential Assessments provide an objective, unbiased evaluation that’s proven to predict advancement and accelerate growth.
What Our High Potential Assessments Measure
Research shows the Personality, Cognitive Ability, and Leadership Style are the best predictors of leadership effectiveness. So, we use psychometric assessments to measure those things. Take a look at how these factors impact leadership.
The Big 5 Personality Domains
Extraversion: Assertive, energetic, sociable, and optimistic people are more naturally driven to interact with, and lead, others. So, they are engaged at work and have good potential to become inspirational leaders.
Agreeableness: Empathic, humble, and sincere people are more focused on others’ needs than their own. They gain followership by being trustworthy and treating others with respect. So, they have good potential to become servant leaders.
Conscientiousness: Achievement oriented, self-disciplined, and hardworking people set goals for themselves, strive for excellence, and reliably meet their commitments. So, they have good potential to lead by example.
Openness/Intellect:
Curious, open-minded, and creative people tend to enjoy learning and exchanging ideas, so innovation can flourish. They often have good insight, so they have good potential to become visionary leaders.
Resilience:
Even-tempered and self-controlled people who deal well with adversity tend to create a stable environment that reduces stress for others. So, they have good potential to become fearless and unshakable leaders.
Cognitive Ability
Intellectually capable people can learn new things quickly, make good decisions, and help their team solve problems. This often sets the limit on advancement potential due to the increased complexity of higher-level roles. For this reason, it’s important to include cognitive ability tests in your assessment of high potentials.
Leadership Style
Believe it or not, personality isn’t highly correlated with leadership style. That’s why it’s important to get a read on a person’s preferred leadership style. Research shows there are two broad categories of leadership behaviors:
- Showing Consideration for People. Research shows that this is the single best predictor of effective leadership. Considerate leaders actively seek input from their team, involve them in decisions, treat them as their equals, and offer their support.
- Initiating Structure: Research shows that providing a moderate amount of structure is best. This involves communicating clear goals and expectations, checking on progress regularly, and reinforcing the importance of delivering results.
High Potential Assessment Deliverables
Insights Report
The psychologist writes a report that summarizes the assessment results. In addition, we can include a dashboard customized to your competencies showing if the person has a strength, growth opportunity or developmental need.
Ratings of Potential
Assessment ratings reveal who your high potentials really are, who might have some room to grow, and who has limited runway. First, two psychologists review the psychometric data and interview notes. Next, they independently assign competency ratings and an overall potential rating using a structured process. And, higher objectivity and reliability means a more valid predictor of high-potential talent
Debrief & Discussion
We meet with your hi-po program leaders to discuss how to leverage the data to help each participant maximize their potential.
When to Administer High Potential Assessments
Most of our clients ask us to conduct an assessment for people already selected into their High Potential program. And, every time, we end up with a normal distribution on the Overall Potential Ratings. What does this mean?
- Most people (about 60%) thought of as “high potential” have average potential.
- About 20% have low potential for advancement.
- About 20% actually have high potential.
- Budgets are being spent on people who are very unlikely to be your best future leaders.
- By using the assessment to help select people into your high potential program, you’ll get a better return on your investment.
However, we understand that many factors influence a decision about when to use high potential assessments. And, we’re happy to provide assessments of people already in your program. Everyone will benefit from their developmental report, regardless of their overall potential. There also will be overachievers who will shine in your program and someday become high-performing leaders. And, you can tailor developmental activities that are supplemental to your core program based on each participant’s leadership assessment results.
Add a Customized 360 to Support Hi-Po Growth
Give your leaders a unique experience and powerful insights with science-based, customized talent assessments. We can create a fully customized psychometric assessment and 360 feedback tool, both measuring your competencies and core values. And, we collaborate with you to integrate the tools into your broader leadership development programs.