All good things come to an end! The quote has even more weight given the context of this day’s recap. It happens to be the final summation for what was an alluring HiPo week. Right Management and People Matters brought forth a range of events throughout the week giving insights on “Encouraging, enabling, and engaging future Hi-Po leaders” to a diverse audience of industry leaders and HR experts.
The final day had the last exclusive session of the masterclass series on “Customising the HiPo career map” facilitated by Shakun Khanna. More than 15 industry leaders shared their views on the what, whys, and how, surrounding the subject. The global and Indian best practices on HiPo career management were shared and the audience delved deeper into the set of problems faced by organisations to develop customised career maps for HiPos and tabled solutions for the same.
The Gurgaon masterclass echoed the view of the previous two – the same approach cannot work for HiPos ubiquitously and HiPo programs need to be attuned to new expectations to create better career programs.
The never-ending discussion evolved to “Personalising the HiPo career path” and was taken to Twitter. SV Nathan, Sr. Director and CTO, Deloitte India joined Shakun Khanna, Country Head India, Right Management on a thought provoking tweet-chat in the evening. Industry leaders from various locations joined in the discussion which was based on carving out a personalized HiPo career path and ensuring a sustained level of engagement. The conversation aimed at the steps that can be taken to enable leaders of tomorrow.
SV Nathan and Shakun Khanna answered some critical questions on the subject, while the twitterati also joined in with their thoughts. The questions raised were only six in number, but the horizons they touched were numerous. Ester Martinez, Editor in Chief, People Matters, initiated the chat with the question, “How do employees with high potential define ‘career’ in today’s dynamic world?” What followed was a thought-provoking session. SV Nathan had an interesting take on the same. He stated that, “HiPo career aspirations are tied to their causes, not their companies; and companies will have to understand their causes.” According to Shakun, “HiPos want an opportunity to unleash their potential by learning though experiences, success and mistakes.” The discussion went further and more arguments followed. Nathan remarked, “HiPos typically expect their bosses to be compasses and not GPS.” When the subject was “implication of changing career mindset on the HiPo selection process”, Nathan was of the view that, “HiPo selection is a first class career pass issued but once. Validity gets extended only by performance and potential.” Further in the discussion, Nathan said that the lens needs to be changed from tenure to potential, from induction to invigoration, and from prescription to evocation, if organisations are to engage and retain HiPos. Shakun elaborated on the point and mentioned that “no boss culture” is needed to engage and retain high potential employees. “Value lies in each person. Engage with those not identified as HiPos sincerely and regularly”, said Nathan, fittingly concluding the tweet chat and eventually the HiPo week.
While the HiPo Week concludes today, it gave deep insights and touched different verticals of HiPo programs and led all participants to evaluate and understand the need of high potentials and more so the need for organizations to customize their HiPo programs so that talent is retained and appreciated.