The combination of an increasing demand for competent leaders and an increasingly structured demographic lacking in talent forms the arena in which organisations will labour together in their fight to strive for talent. Within this context, organisations will be forced to step down from an ad hoc approach and should evolve to a more systematic method in order to guarantee a satisfactory long-term leadership potential. 'High potential management' seems to be able to offer a conclusive answer to this new 'war for talent'. Until now many assumptions have been made about hipos and controversy has prevailed but the ffacts often tell a different story. This book offers an overview of a number of important conclusions and 'best practices' on the identification, development and the retention of hipos.
The combination of an increasing demand for competent leaders and an increasingly structured demographic lacking in talent forms the arena in which organisations will labour together in their fight to strive for talent. Within this context, organisations will be forced to step down from an ad hoc approach and should evolve to a more systematic method in order to guarantee a satisfactory long-term leadership potential. 'High potential management' seems to be able to offer a conclusive answer to this new 'war for talent'. Until now many assumptions have been made about hipos and controversy has prevailed but the ffacts often tell a different story. This book offers an overview of a number of important conclusions and 'best practices' on the identification, development and the retention of hipos.