Succession

Planning
HiPos vs. High Performers

©2016, ej4 LLC

Succession Planning
HiPos vs. High Performers

Course description
Although there can be overlap, there is a difference between high-potential employees
and high performing employees. This course will help you more easily discern between
the two.

Overlap
• Many high-potential employees are high performers.
• Not all high performers are high-potential employees.
• It’s estimated that only one in seven high performers are also HiPos.
• These two groups require different skillsets.

High performer
• Consistently exceeds expectations
• Great at their job
• Takes pride in their job
• The go-to when a manager needs support
• Peers often look to them for guidance

High-potential employee
• Is a future leader
• Often performing above average in their responsibilities
• Likely doing things beyond their responsibilities, such as:
• Motivating the rest of your team
• Logically evaluating the process
• Making suggestions
• Considering their impact on other departments

Evaluating
• When evaluating performance, you’re looking at levels of success in current and past roles.
• When evaluating potential, you’re looking at the ability to:
• Lead your organization
• Think strategically
• Make big-picture decisions

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Succession Planning
HiPos vs. High Performers

Further considerations
• Leadership requires a completely different set of skills than your front line employees and
front line managers require.
• You have to determine if that performer has the skills or the foundation to become a
leader.
• On the flip side, an underperforming employee should not be overlooked for a leadership
position.
• Consider the people on your team that show potential for leadership, even though they
are not thriving in their current role.
• Then consider how you can help them to grow in performance and leadership.

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 Application Questions
1
Think through your staffers and list those who are high performing,
those who are high-potential, and those who are both.

2
List any low or average performers that have high potential as leaders.
What can you do to grow these individuals?