Leadership Pipelines—What Managers Need to Look for in High Potentials

Supervisors and managers often consider performance in an employee’s current role when making decisions about promotions, but that factor alone is not enough to ensure success, according to a recent report.

“While it’s true to say that most high potentials are high performers, it does not follow that performance is the only indicator of potential,” said Jim Peters, senior partner and global head for succession management at Korn Ferry, which recently released the second report in its “Succession Matters” series. “Promoting the right people is key in ensuring a smooth transition in the development of a future leadership pipeline.”

Korn Ferry’s global study—on which the report is based—found that only 51 percent of respondents expressed confidence that their organization knows which candidates they should be investing in as potential future leaders. In addition, 52 percent are confident they have identified those who are “ready now” for specific roles.

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