How to Promote High Potentials Post-LMS Training

There’s no “perfect” time to promote high potentials, there are opportunities to assess their preparedness outside of your annual (or semi-annual) review. Once high potentials can exhibit the ability to adapt and think beyond the normal processes of business, they become crucial to an organization’s growth and success. Because of this, having a powerful change leader at the helm of your organization can help steer toward6 the appropriate changes that can positively impact their company. Even if a business already has effective leaders, they may not necessarily be the change leaders necessary to lead the organization to a promising future.

How do you know if you are recruiting high potentials who will take charge and initiate change in your organization in the near future? These three steps can help you recognize and recruit the most powerful change leaders for your company:

  1. Weigh your options. What do you imagine is in store for the future of your organization and what qualities do you think a leader should have to get you there? First, create a short list of the qualities and education needed to do the job effectively. Then, examine how candidates in line with the future of your organization and their potential to handle any unforeseen changes that may occur. Prioritizing the importance of the level of education and personal characteristics can help you vet each potential candidate for the job appropriately to find the best fit!
  2. Consider internal hires. Who knows your business better than established individuals within the organization? Observe employees who are influential to the growth of your organization and seek out those who have a genuine interest in its future. You will find that employees often have the best input regarding its day-to-day operations and incredible insight regarding what works best and what can be improved. They could potentially be your most powerful asset for change management!
  3. Provide a structured assessment or interview. Just because someone looks good on paper, they do not automatically become the best choice. Personality and behavioral assessments make it increasingly easy to gauge one’s potential reaction to stressful situations and willingness to take charge to become successful! By asking questions about real-life situations and determining if they would handle the situation the same way if it occurred again can also be an excellent way to gauge if a candidate can apply their knowledge and experience to improve the way they, and their team, work.


Finally, make it a point to seek out feedback from high potentials regularly —superiors and subordinates —about your performance. By showing that you are dedicated to continuous improvement, new recruits can mature into effective change leaders who can motivate and encourage their team.