Decoding the High Potential Mystery with Rich Dapra

Notes: Richard’s background in USMC, Psychology, Learning & MotivationRich was at DDI, Pitney Bowes, Aetna, Liberty Mutual and BTSWorking with BTS The biggest challenge that companies have with assessmentThe impetus for the high potential research that Rich didWhat the research tells us about HiPo programsRich’s research is the result of 30 years of working with HiPo talentPotential is a function of five things – business acumen, people acumen, self awareness, motivation for achievement, X-factorX-factor example with a pharma companyHow digital capability can be an “x-factor” Self-Awareness is knowing your strengths and limitationsHow leaders can leverage this information to identify HiPo leadersYou can screen based on performance values but you have to simulate to really see how people will operateHow simulations can help predict performanceAn example of a simulated environmentHow to measure the effectiveness of a programCan companies build this internally? The response to Rich’s researchWhere the research goes from hereRich wants to see companies use this with front-line managersThe argument for making a big investment in HiPo assessment simulationsRich’s greatest accomplishment of building something that didn’t existRich’s biggest mistakeBook: Jacque Drucker’s workBook: Doug Bray at AT&TAdvice: Understand your business instead of following the latest trendLinks: Book: The Three Levels of Leadership by James Scouller Email Address: [email protected] questions, comments and guest suggestions, contact the host, Andy Storch, at [email protected] Mentioned in this episode:Think Tank conferenceGet your tickets now for the Talent Development Think Tank Conference https://tdtt.us/conference/