Building our foundation includes nurturing and elevating high-potential employees. This group of proven achievers are often instilled with initiative, intellect, a commitment to self-improvement, robust internal relationships and knowledge of industry or the company.

High-potential employees are different than high achievers. This group must be carefully selected and supported. A strong performing employee may not be chosen if they do not display some of the desired traits such as leadership potential, ability to grasp new concepts quickly, flexibility and adaptability, innovative and diverse thought, and strategic vision.

Engage business leaders to identify all high-potential employees across the organization. A robust program will be developed for those employees who represent workplace diversity, where diversity is defined in terms of understanding, accepting, and valuing differences between people of different races, ethnicities, genders, ages, religions, disabilities, and sexual orientations, as well as differences in personalities, skill sets, experiences, and knowledge bases. The development plans will include projects to improve general skillsets, elevate business acumen, facilitate teamwork and expose employees to senior leadership and board members.

A well-managed talent pipeline ensures smooth transitions into leadership roles and nurtures business continuity. By investing in these high-potential employees, we retain the diverse people we need to secure our future.