High Potential Development

An HCI Topic

High-potential talent can help secure your long-term talent planning and ensure a strong leadership pipeline. These people are the future leaders of your company, and by using targeted development and succession planning techniques, you can tap into their aspirations to lead big changes and transform markets. Learn about the many ways you can mold these high-potential leaders, capitalizing on their high performance to achieve crucial business goals.

Featured in High Potential Development:

Blog

Four Corporate Cultures that Kill Critical Thinking

Blog | Author: Breanne Harris, Solutions Architect and Social Media Strategist for Pearson TalentLens | Source: HCI | Published: July 23, 2014

Critical thinking isn’t just a buzz phrase in higher education these days. Critical thinking is consistently rated by employers as being a skill of increasing importance, and yet a recent study showed 49% of employers rate their employees’ critical thinking skills as only average or below average.

Employers claim that the critical thinking skills gap is a significant problem with new hires, specifically in recent graduates.  In fact, only 28% of employers rated 4-year graduates as having “Excellent” critical thinking skills.  So, the burden and expense of training/developing those skills rests on the employers. 

Ask any CEO about the importance of critical thinking, and you will hear nothing but support and admiration for this essential skill. Most (69%) will even tell you about how they assess critical thinking skills in the selection process.

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Blog

Exploring Female Leadership: Obligation or Opportunity? A Female Leader’s Role in Growing Female Talent: Part 2

Blog | Author: Lexy Thompson | Source: HCI | Published: June 25, 2014

It’s been a few months, so let’s recap what we’re looking at here. We want to know if females in leadership roles have an obligation to be role models and mentors for younger women looking to follow in their footsteps. I am certain, despite my best efforts in Part 1, some of you are still thinking:

 

Why do we care?


We all know, and have come to despise, the statistics that point out just how unequal women are in the workforce. Even those of us who are blessed enough not to feel that stigma, we know there are masses of other women out there who do, on a daily basis. So, put plainly, we care because it matters. We need a way to enlist the masses of young women entering the marketplace, especially those with degrees seeking leadership positions. Without their buy in, nothing changes. We continue to lose. I don’t know about you, but I’m a sore loser. Graceful, sure, but I don’t like it.

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Executive Interview

Best Practices in Women’s Leadership Development

Executive Interview | Presented By: Rosina Racioppi | Published: June 23, 2014
Despite the fact that women now make up more than half of the professional workforce, the number of women in senior leadership positions has remained unchanged for the past five years. At a time when business leaders are arguably more committed ... Read more
Webcast

How to Get Succession Right – and Avoid Doing it Wrong!

Webcast | Presented By: Cassie Atteberry | Webcast Aired: June 12, 2014
Our world and how we work have seen exponential changes in the last several decades.   For more than forty years Hallmark Cards has used succession planning as a critical practice to ensuring they have the right workforce to succeed, ... Read more