Your most talented employees are force multipliers yet you wonder, will they stay, and will they keep rising to the challenge when traditional promotional avenues are unavailable?

You have programs in place and the leaders identified with high potential continue to complain they don’t have the opportunities they want to reach full potential.

You read the research that simply adding a star performer to a team boosts the effectiveness of other team members by 5-15%. You wonder, have we identified the right people and placed those individuals on the right teams? Great question, and good business to answer it and then implement the follow-through on development.

The responsibility is not yours alone. The leader with high potential must be able to identify the untapped opportunities for the company and mobilize the organization to pursue those. It is this behavior that demonstrates the drive, social skills and technical ability to succeed. Most high potential leaders do not know this.

A coaching program targeted to optimize your leaders perceived to have high potential both accelerates the follow through and amplifies the contribution of these leaders.

The coaching partnership is a deeply personal process. A coach and leader candidate designs, creates and discusses together, in a confidential and tailored fashion, the choices and actions for professional development to fulfill organizational goals relevant for you, the sponsor and your high potential team member.