The Motivations and Behaviors That

Define High Potential Employees

By JEAN MARTINFEBRUARY 2, 2015
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Being successful at work is mainly about two things: motivation and

behavior.

Even the most promising, high potential employees may look like high-
flyers, but their manager must be sure that they have the necessary drive
to seek out and grasp the next career opportunity.

A CEB SHL Talent Measurement analysis shows that employees who

exhibit six particular motivations and two important behaviors are 11
times more likely to achieve an executive position than those who do not.

Motivations
The six motivations are:
 1. Immersion — Employees prefer roles that require a personal
commitment above the norm.
2. Activity — They prefer fast-paced, multi-tasking work
environments.
3. Power –They want the opportunity to exercise, influence, and
shape how things are done.
4. Interest — They look for roles and assignments that provide
variety and stimulation.
5. Flexibility –They seek out work environments that allow more
fluid ways of working.
6. Autonomy — They are attracted to roles that allow them
autonomy in how they execute their responsibilities.

Of 18 motivational factors in total, these six were found to most

determine achievement in an executive position. The research – the High-
Potential Talent Report – analyzed data on over 431,000 people globally.

Behaviors
But motivation is only half the story. Organizations looking for the right
HiPos must also ask if employees have a behavioral profile that will allow
them to put that motivation to good use.

The research shows that employees most likely to succeed exhibit the
following behaviors:

 Using initiative and taking responsibility — They are willing to

take calculated risks to realize an opportunity and assume
positions of responsibility through which they can coordinate and
have an impact on tasks, projects, and objectives.
 Achieving objectives and pursuing self-development –They push
for results and are willing to invest in their personal development.

Assessing employees for these attributes is a reliable way of predicting

which of them is likely to repay an investment in high-potential
development.