High potentials - the missing element

Aug 21 2012

‘High potentials’ and ‘top talent’ are terms that have been used within the business world for quite some time now.

As employers most of us now recognise that our people can give us a competitive advantage. By identifying individuals with high potential, both inside and outside our organisation, we have an opportunity to really accelerate the performance of individuals and achieve great things.

This has created many specially targeted recruitment campaigns and development programmes for high potentials, including special graduate development programmes and leadership programmes.

As a result many organisations are now investing thousands of pounds to identify and train those with high potential. But there are many questions that we need to ask ourselves:

  • Are we investing money in the right areas?
  • Are we doing all we can to accelerate the development of those with high potential?
  • Are we doing all we can to retain those with high potential?

All too often employers miss a crucial element that could really help accelerate the development of these employees and improve their performance that little bit more – health and wellbeing.

Whilst these high potentials may need the relevant technical training so that they are equipped with the relevant technical skills to do their job research also shows individuals perform much better if they are healthy and energised.

Think about yourself. When you get a good night’s sleep and eat the right food do you feel better? Are you more alert? Are you more energised? Are you able to perform better?

Our research of over 1,000 employees shows 80% of people score just 40% with regards to their health and energy. What this means in practice is that there is a huge opportunity for us, as employers, to help our people make simple changes to improve their health, energy and performance.

Investing a little more time in developing a well thought through employee wellbeing strategy makes good business sense.

By incorporating wellbeing activities into these wider training and development initiatives for our high potentials we have a huge opportunity to improve the success of these programmes and maximise the performance of our people.

This is a great example of how focusing on marginal gains, which I discussed in my previous blog post, can be applied to the workplace.

By integrating education around health and wellbeing into wider training and development programmes organisations will really reap the benefits in terms of maximising the performance of targeted talent pools and making the most of their recruitment spend.