High Performance is No Accident
In this session, Jo Taylor explores the critical challenge of spotting, assessing, and developing high-potential talent in today’s landscape. High performance doesn’t happen by chance; it requires a deliberate strategy to Get, Keep, and Grow brilliant people. Organizations often struggle because they fail to distinguish between those who are great at their current jobs and those with the capacity for future leadership. The truth is that only 15% of high performers in an organization are actually high potential. Understanding this gap is the first step toward building a sustainable talent pipeline that moves beyond mechanical performance and into self-sustaining growth.
What You’ll Discover
This webinar breaks down the myths surrounding talent management and provides practical tools for leadership development
- Redefining Potential: Learn why the question isn’t whether someone has potential, but rather “The potential for what?
- HIPO vs. HIPRO: Discover the distinct characteristics of High Potentials (strategic thinkers with learning agility) versus High Professionals (functional experts and consistent top performers).
- The Review Revolution: Understand why 95% of managers are dissatisfied with current review systems and how to move toward dynamic, continuous feedback.
- Squiggly Career Pathways: Explore how to measure success beyond job titles and create bespoke development plans that allow for non-linear career progression.
- Persona Mapping: Practical methods to build detailed profiles of your target audience to tailor learning programmes to their specific needs.
Who Should Attend
This session is designed for those responsible for the human element of organizational success.
- HR Directors and Managers: Looking for inspiration and confidence to overhaul or adapt existing talent strategies.
- Business Leaders: Who want to learn how to communicate and embed development goals into daily leadership habits.
- Talent Management Professionals: Seeking to hardwire succession planning into their broader talent development strategy.
- Future Leaders: Looking to learn the fundamentals of “Getting, Keeping, and Growing” brilliant teams.
Why This Panel Matters Now
In an era of unprecedented change, performance and potential must be treated as living organisms rather than static annual checkboxes. When only 14% of employees feel inspired by their performance reviews, it is clear that traditional methods are no longer sufficient. To remain competitive, organizations must start with business strategy and support their decisions with external data[cite. Transitioning to a more dynamic, annual performance review process is now critical for any company that values its future growth and culture.