Hipo employees1/10/2023 It’s also important to not overtax your diverse hi-po leaders. For instance, the program should not require extensive night and weekend work, or several months away from home, if that’s not an expectation in the workplace. Aspiration is important and expected in hi-po leaders, but the program should not ask more of them than would be expected as a regular workplace matter. This will lay the foundation for a sense of belonging, community, and trust within those leaders. To be inclusive, bring everyone through the journeyĪn inclusive hi-po program should be a shared experience for all participants, and bring everyone along on the journey with a shared purpose. You can’t simply select someone as a hi-potential based on an impressive company they had worked for or the school they attended-they must be selected on performance. The selection process used by your leaders to select candidates should be objective and performance-based. So even if you have a diverse set of leaders pulling up the chairs and giving someone a seat at the table, they may not be creating a truly inclusive cohort. It’s best to avoid a nomination-based approach, as it’s human nature to choose candidates in our own image and likeness. If you have this in place for your leaders, you’re ready to start creating an inclusive hi-po program.Īnd make sure you think carefully about the selection process. They must understand how to cultivate their diverse talent, including being able to spot those times where someone is foundering and know when to throw them a lifeline. Senior leaders must also be skilled at creating a safe place to work and thrive for underserved populations. There should be a hiring strategy in place that supports diversity, and inclusion should be a red thread running through all training for all employees. Your leadership team itself should be diverse. You need senior leaders who are attuned to diversity, who practice inclusivity, who understand the value of diversity and inclusion. Inclusion begins with your senior leadership The work to build a diverse team at all levels, especially within those identifying high potentials in an organization, is a critical piece of foundation. Without diversity, inclusion may just not be impossible. The foundation on which an inclusive hi-po program must rest is having a diverse workplace to begin with as diversity is the foundation of who you are. Such a program can’t be built in isolation-the candidates won’t just appear out of thin air. Inclusivity takes an organization beyond “counting noses” to making sure that diverse employees aren’t just a checkbox number, but are truly valued and respected-and able to stay their true, authentic selves while at work.įor many, the path to inclusivity includes building an inclusive high potential program. They recognize that their organization will be more successful, both in terms of business performance and employee satisfaction, if it fully represents a broad demographic spectrum. Today, most organizations are committed to becoming more diverse and inclusive throughout their ranks.
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