One-fifth of the U.S. workforce has passed or is nearing retirement age.
The U.S. Bureau of Labor Statistics
It’s no secret that, over the next decade, millions of baby boomers will retire, creating a potentially disastrous leadership void in the business world. When these great leaders leave, the organization stands to lose critically important relationships, vast amounts of institutional knowledge, and a lot of hard-earned wisdom gained through experience.
At the same time, this loss of leadership presents a great opportunity both for the organization and the emerging leaders within it. As power transitions from one generation to the next, a fresh perspective and renewed enthusiasm can take over…provided the right people are in place and ready to step up to the challenge.
To prevent the problems of leadership transition and maximize the opportunities, organizations must start preparing for it NOW. By identifying, developing and supporting the “next wave” of leaders, the organization can reduce future disruption and create positive, forward momentum in the process.
What Are High-Potential Employees?
High-potential employees are those who have shown the 3 A’s:
- Ambition: They demonstrate a desire to grow and have leadership aspirations.
- Attitude: They demonstrate a positive, solution-focused outlook that helps motivate and inspire others.
- Aptitude: They demonstrate a natural ability to do the work and a deep capacity to learn.
With these traits, an employee has the potential to be a successful leader in theory. However, practically speaking, they need more guidance to truly be positioned for success in a leadership role.
Directing training and development efforts toward high-potentials is a smart investment in the future of an organization.