Any insight on this is helpful! I know a lot of processes have become more standardized. Is this the case for potential also?
13 replies (most recent on top)
Is a mid 30s potential hipo?
throwing a dart at a dart board basically
As a Supervisor, I have never contributed to the potential assessment.
I have been told by 3 levels above me which of my reports were deemed HiPo. At least one of those chosen as HiPo was a terrible mistake.
Unfortunately some Get marked HiPo because they look good to execs, not for any other measure of intelligence, productivity, or personality.
The criteria has 3 components that are to be considered
- Capability - does the person have the growth potential to get to the CL
- Willingness - is the person willing to do what it takes (such as relocation)
- Probability - this is where ages comes in, as others have said, younger people typically get assigned higher potential as they have a longer period of time to achieve the CL
But in reality it is a highly subjective assessment made by the +1 level up manager
Thanks for the explanation. What does SLS mean? What is a 30 potential translate to in terms of position?
Within the first 5 years, there is a boiler plate potential that’s determined by your assessment. 27-29 is standard. After 5 years, your SLS takes a closer look at it. Potential also depends on your age. You won’t go very high if you hire in late in your career.
30 is “high potential”. 34+ is like executive level range. Tons of potential 29s out there.
HiPO is the manner at which you “network” to become friends with as many managers as you can. Managers that will affect your inclusion to the club. Nothing more.
Goto/jrm
There's a job role matrix out there that maps jobs types to potential
"Potential," is determined by how tight and short the skirt is that she wears to work every day.
Simply putting lipstick on the proverbial pig (hard work) just don't cut it anymore.
Is based on how hard and deep your skills are
What’s the potential number for say, senior principal?
Yes. There is a table of YE and ranking (assessment category) that assigns a potential number, and more importantly, which COED committee manages the individual’s career. Generally, the younger and higher ranked, the higher the potential. For 38+ potential, careers are managed by the President-level COED committee.
The “official” line is that employees destined for senior level general management positions need sufficient time in a range of broadening assignments to prepare them for those positions later in their careers. Obviously, it is also where they learn blind obedience in order to ensure future career advancement.
Perhaps some insight as well, what are the ranges that are used nowadays?