In the wake of COVID-19, Zoom meetings have replaced conference rooms, and the rare thirty seconds you may have in the elevator to impress your CEO can no longer take place. But not all opportunities…
“Whether or not our team members are high potential or they’re high performing, we need to focus on them both. We can’t take the high performing team members for granted. And we can’t put all…
PwC Principal Mike Donoghue gives key advice to veterans on how to network, become a high potential, learn from mistakes and overcoming roadblocks.
EY’s Diana Solash gives advice on how to build trust to become a high potential.
What qualities helped Melissa Harper become a high potential and move up rapidly in her corporate career? Her early mentors taught her three things – do your homework, build relationships, and come up with innovative solutions.
Karen Buck, head of commercial, retail & payment operations, TD Bank, gives advice for high-potential women — advice she says is the same she would give to anybody: “Own and manage your career.”
If your company is still using the nine-box method to evaluate high potential talent, Brian Fishel, SVP, Chief Talent Officer at KeyCorp, explains why it’s outdated. Fishel’s presentation will go over the most effective metrics…
What qualities do companies look for in determining who is a high potential?
One of the most senior women at EY tells her story, including how she learned from disappointment and how much mentors and sponsors taught her.
Most Fortune 500 companies still have gaps of women in senior management. Here are case studies of four companies – Novartis Pharmaceuticals Corporation, EY, Wells Fargo and MassMutual Financial Group – all of whom have had significant progress with senior women.
How accurately is your company determining who should be a high potential? The old nine-box matrix is increasingly coming under fire as new ways of including talented employees — and factoring in diversity — take hold.