It’s all too often the case that when you need to hire an employee, you need to move fast. By the time a requisition opens, the position has been vacant for a good amount of time and you need someone, anyone to be in the position. Backfilling, often with a delay, is the name of the game. But, when you are considering high impact, leadership roles, this method is far from ideal. Instead, organizations should consider building a leadership pipeline, so when the time comes, you have individuals ready to step into the position.
Identifying and developing high potential talent, or those employees who have the ability, commitment, and desire to rise and succeed into higher positions, is a big topic in organizations these days. I had the opportunity to talk to an expert in high potential talent. Nicole Ginther, who is a Manger of Talent Management at NuVasive, has her Ph.D. in Industrial/Organizational Psychology and has a great deal of experience developing and implementing high potential programs nationally and internationally. Here are some tidbits of our conversation on high potentials.