After writing about high potentials in the nine part “Play it Again, Sam” series and having a coaching client who is taking a hard look at identifying high potentials in her organization, I wanted to explore this topic a bit further.
The Difference Between a High Performer and a High potential
A classic error many organizations make is promoting their top sales person to be the sales manager. More often than not, this ends in disaster. Just because someone can sell, doesn’t mean he or she can manage others or the sales process for that matter. The sales rep was a high performer, not a high potential. Now you promote the person who should have been promoted and he or she may feel like the second choice or the individual may have already quit for being passed over. It can be difficult to zero in on high potentials. More about that later. Michael Wilk with Profile International suggests 10 questions to ask in ferreting out a high potential.