What is the Difference Between High Potential and High Performer?
In the business world, the terms "high potential" and "high performer" are often used interchangeably. However, these two terms have distinct meanings and implications for an organization. Understanding the difference between high potential and high performer is crucial for effective talent management and succession planning.
High Potential: Definition and Characteristics
High potential employees, often referred to as "hi-pos," are individuals who have the ability, engagement, and aspiration to rise to and succeed in more senior leadership positions. These individuals are often identified early in their careers and are given opportunities for development and advancement.
High potential employees typically possess the following characteristics:
- A strong learning agility and ability to adapt to new situations
- A high level of emotional intelligence and interpersonal skills
- A strategic and innovative mindset
- A strong work ethic and commitment to the organization
High Performer: Definition and Characteristics
High performers are individuals who consistently produce superior results in their current roles. These individuals are often recognized for their technical expertise and ability to deliver results.
High performers typically possess the following characteristics:
- A strong technical expertise and skills in their specific role
- A results-oriented mindset and a focus on achieving goals
- A strong work ethic and a high level of productivity
- A tendency to take ownership and initiative in their work
The Difference Between High Potential and High Performer
While both high potential and high performer employees are valuable to an organization, there are key differences between the two.
High potential employees are those who have the potential to rise to and succeed in more senior leadership positions. These individuals may not currently be high performers, but they have the ability and aspiration to do so in the future. High performers, on the other hand, are individuals who consistently produce superior results in their current roles. These individuals may not have the potential or aspiration to rise to senior leadership positions.
Another key difference is that high potential employees often have a stronger learning agility and ability to adapt to new situations, while high performers have a stronger technical expertise and ability to deliver results in their current roles.
Implications for Talent Management and Succession Planning
Understanding the difference between high potential and high performer is crucial for effective talent management and succession planning. Organizations should have a clear process for identifying and developing high potential employees, as well as a plan for retaining and promoting these individuals. Similarly, organizations should have a plan for managing and developing high performers, as these individuals are crucial for achieving current goals and driving business results.
By understanding the difference between high potential and high performer, organizations can ensure that they are developing and retaining the right talent for future success.
Conclusion
In conclusion, high potential and high performer are two distinct terms with different meanings and implications for an organization. High potential employees are those who have the ability, engagement, and aspiration to rise to and succeed in more senior leadership positions, while high performers are individuals who consistently produce superior results in their current roles. Understanding the difference between these two terms is crucial for effective talent management and succession planning, and for ensuring that an organization is developing and retaining the right talent for future success.