“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…
The VP & Associate Finance Business Partner for Global Sales and Revenue Strategy and Solutions Organizations in BMSC shares strategies for personal and professional success.
EY’s Diana Solash gives advice on how to build trust to become a high potential.
Johnson & Johnson’s Chief Diversity Officer Wanda Hope gives an overview of the company’s talent development programs. Among the topics covered are unconscious bias training for people managers, development through ERGs, relationship capital and networking, and sponsorship for high potentials.
Accenture, Hilton and GM execs discuss successful ways to make mentoring programs successful.
This panel discussion from the 2017 DiversityInc Top 50 Learning Sessions will give you insights into how to develop future leaders through your executive diversity council.
DiversityInc goes behind the scenes at EY Unplugged, the firm’s program aimed at the on boarding of ethnically diverse new hires.
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.”
Metrics and real time feedback bolsters high-potential hunt.
Monsanto’s Melissa Harper offered eight attributes that high potentials should possess, some of which helped her rise in her career.
Implementing a few key initiatives and programs can make a world of difference for mid-career women who are ready to step into management roles.
Wells Fargo’s Lisa Hutter shares her experience.
Are your high potentials in danger of leaving? Are you confident they are fully engaged and motivated to maximize organizational contributions?
With methods such as the nine-box now considered outdated, how do you most accurately determine your high potentials’ success?