Stage Four, Option C

CORPORATE LEADERSHIP COUNCIL® HIPO ROADMAP IMPLEMENTATION GUIDE STAGE IV: IMPLEMENT THE STRATEGY – OPTION C www.clc.executiveboard.com Mapping HIPOs to Future Leadership Needs

Council research shows that effective management of the HIPO pipeline begins with clearly allocating responsibility for HIPO development within the organization. Organizations that have a clear understanding of the accelerated HIPO career, content, and timing required to provide critical developmental experiences will avoid HIPO attrition, disengagement, and stall points. In addition, effectively managing HIPOs in and out of the pipeline will ensure the quality of future leaders.

This implementation guide shows how to accelerate HIPO development while identifying and mapping HIPOs to future leadership needs. Step 1: Review Most Compelling Drivers of Potential Relevant to this Implementation Guide by Clicking Below: Organizational Culture Training

Step 2: Forecast Future Organizational Leadership Needs Convene senior HR leaders and senior executive team to examine future leadership needs and talent strategy implications. Communicate leadership needs to HR team responsible for HIPO management and development.

Step 3: Analyze HIPO Career Path to Understand Critical Career Stages Engage HR team in detailed examination of HIPOs’ careers. Leverage the Council’s research on key HIPO development experiences to inform questions for former HIPO senior executive interviews. Conduct interviews with former HIPO senior executives to identify critical career challenges in executive career paths. Identify jumps in job complexity and changes in skill requirements though job analyses. Review HIPO career data to determine learning and development time and typical HIPO career stalls. Build knowledge about common career transition challenges. Analyze HIPO attrition rates at different career stages. Assess the organization’s ability to offer needed development opportunities.

Step 4: Target Development-Support Interventions at Identified Career Development Challenges Align specific activities with transition challenges to ensure that HIPOs receive the support needed to develop effectively towards next career stage. Assist HIPOs in building key networks they will need in managing growing leader ship responsibilities.

Step 5: Reassess HIPOs’ Potential at Each Career Stage Engage business unit leaders and corporate leadership teams in assessing HIPOs’ potential for meeting accelerated development expectations. Conduct annual retrospective assessment of HIPO development progress against individual development goals. Determine forward-looking projection of HIPOs’ potential to grow at least two levels with the next three to five years at entrance to each HIPO pool.

Step 6: Exit HIPOs No Longer Capable of Meeting Accelerated Career Expectations Ensure that exited HIPOs receive continued development opportunities. Emphasize non-static nature of HIPO designation.

Step 7: Align HIPO Identification Across the Organization to Ensure Cross-Calibration of Performance and Potential Publicize criteria for inclusion in HIPO pool. Organize meetings with cross-organizational leaders to assess HIPO talent and HIPO candidates.

Step 8: Measure the Success of Mapping HIPOs to Future Leadership Needs Track year-over-year HIPO retention rates. Track year-over-year HIPO promotion rates. Track upcoming talent through the organization.