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Developing high potential people – what’s critical?


We're in the early stages of discussions on how to develop some high potential people - construction industry - next step dircetor/m.d. level and I would welcome some ideas/experiences views on what's critical in designing an effective development process for this group of individuals e.g.

How 'public' should the process be?

How do you launch it?

What's the best way of identifying needs?

What options are there for designing an ongoing programme?

Thanks in anticipation.


Andy Jaggard
Andy Jaggard

4 Responses

  1. Been there, done that
    I’ll be pleased to share my experience of managing a hi-pot process in the construction engineering industry – and elsewhere!
    Do call (0118 940 6494) or e-mail ([email protected])
    Rod Murray

  2. developing high potential
    yes the process should be very public, linked into succession planning if you have it, and very robust and valid. I have been developing frameworks for this for years. A critical factor will be the criteria against which you assess “potential”. The process needs to be accurate, cost effective and value for money.
    Want to find out how?
    Please contact me if you are serious about doing this. Regards Joe Espana. Principal, Human Equations.

  3. one to one programmes tailored to individual needs
    I believe it should be publicly launched. Candididates should be self selecting if at all possible, and the whole process shouldbe geared to specific tangible outcomes (in this case promotions and leadership responsibility).

    I’ve worked with several people in large organisations in this position (up to CEO level) and might be able to help

    Alan CLayton


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