Most people have a default potential of CL29. most people reach CL26-29 by the time they retire. Promotions slow down significantly once you hit 40 so don’t expect the rapid promotions you had in your 20s and 30s to continue. If you don’t have an executive sponsor meeting with you for a monthly one on one and coaching then you aren’t a hipo. They make a lot of people think they are hipo who actually aren’t to get them to stay. The true hipos have sponsors and know who their sponsor is because they meet regularly to talk about coaching and career.
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if you are CL28/29 and they tell you that you are exec potential (CL34) just know you are the ones the current execs are relying on for their career progression as they take credit for what you do. But maybe you are happy enough with just an occasional (fake) thank you, appreciate you. If not, then do something about it like call out the fake, incompetent ones.
Good discussion...Any HiPo system is flawed in its execution because you're projecting long term performance over an entire career. EMs system is especially flawed as you evaluate someone based on a good interview and maybe some published work. NFL teams have better track records picking starting QBs in the 1st round of the draft (and that isn't all that great either).
A better system would have departments submitting candidates after 5 years of observation and the "council" making a selection. Reevaluate periodically for sustained high performance and more importantly... demonstated leadership and interpersonal behaviors.
Maybe that way you won't end up in the situation where we in. Maybe Darren and/or the MC finally realized this, and now resorts to outside experienced hires to fill upper leadership positions. A transition is happening, not only in Energy itself, but how we manage ourselves.
“Executive presence” is how they pick those 22 year old hipos. Apparently they can just tell who has it
POT are set as 29, 34 or 38+.
POT 38+ are HiPo, their caree is stewarded by a special staffing council and they are untouchable by their discipline manager, or even other managers.
POT 34 is junior executive like Dev Mangagers, Discipline Managers etc. typically the most uncertain layer as it is not stewarded or sponsored, but these are the ones that are told they will make it but only 10% do.
All else, CL 29 is the highest you can get to and likely you will end up at 27.
All supv know this, but they are trained to hide it else they will be affected in their promotions. The people who reach high levels, know it by the time they are 25 year old, hence the blatant arrogance. They are allowed to sc--w up, make others lofe miserable, and get away with poor decisions only at the coat of someone else getting a lower ranking in rank meetings.
That the management keeps this information hush hush is proof that this system is unethical and almost slimy. If they have guys or any honesty, this should be told to all emoloyees in their HR training. Needing and finding a sponsor, being picked as HiPo and being fed information that majority of employees are not provided — how is this fair? In your next management forum, ask for transparency on HiPO and sponsorship process and criteria for being picked — and then watch your spineless id--t ‘leader’ teitch and twirl like a cockroach.
From non-technical background Ive seen most default potentials at 27 with the odd ones at 29. A few of the 27 pots where then nerfed to 25/26 after a bad ranking cycle and readjusting potential setting.
Have seen some experiened hires come in at 25 and get successive bumps to 27 after a few years but then they stall out with the age (usually closer to 40).
Its all a game
I will be lucky to finish at cl 25. I came late as an experienced hire so I was sc--wed from the beginning. F u-k exxon and their games and cls. I made my fortune outside of this he-l hole and that is my focus and salvation.