High Potentials and Future Leaders

KAM has a unique way to support your organization in identifying and developing high potential employees and future leaders for your organization. We also have the ability to target external talent to support your organization’s needs for strong leaders to join your company.

Identification- Leadership qualities are in demand at all organisational levels. KAM recognises that identifying leaders and retaining them through leadership development programs represent major business challenges for company management and HR professionals alike. KAM’s consulting services will support your organization in setting up a process for identifying key talent in and outside of your organization, using core competencies, assessment tools and other services to ensure success.

Development Plan– Each person identified as a high potential and/or future leader must have a development plan tailored to their unique development needs, yet focused on company business goals. KAM will provide you with a range of consulting services to support the development of this talent pool. This includes mentoring, coaching (for both the high potential and their immediate manager), and tools to track and monitor the progress. See below for a sample tool to monitor progress.

Evaluation – At specific points through the development plan, each candidate’s progress, his or her manager’s role and the success of the development plan must be evaluated and adjusted if necessary. KAM will assist your company in this process by providing consulting or by mentoring or coaching an HR Manager or direct Manager to ensure this step is done successfully.

Retention - High performers have the skills and abilities to proactively move the organisation towards long-term objectives. Assessment tools serve not only to identify leaders but also to retain them and protect a company's investment in their training and career management.

KAMuses the SHL Motivation Questionnaire to understand the leader’s opinion on job satisfaction, loyalty and remuneration. The results will allow us to understand the level of satisfaction, implement changes to career/compensation to ensure satisfaction and prevent the future leader from leaving the company.:

It is important to remember that acknowledging and recognising potential leaders is an important part of retaining them. Making these candidates aware of leadership development plans lessens the chance of them looking elsewhere.