Abstract: This article provides practical guidance and frameworks for establishing an effective high potential employee identification and development program. Drawing from academic literature and the author's experience as an organizational consultant and researcher, key considerations are explored for building out the critical components of a high potential initiative. The brief defines what constitutes a high potential, examines proven methods for identifying untapped talent such as performance assessment, multi-rater feedback, and assessment centers, and outlines targeted development strategies including stretch assignments, coaching, career pathing, and networking opportunities. Sustaining success over the long-term is also addressed through evaluation practices and cultivating organizational support. The goal is to equip leaders with the tools and best practices needed to systematically spot and nurture internal talent capable of accelerated career progression and future leadership roles. An effective high potential program can yield immense returns through improved retention, succession preparedness, innovation, and competitive differentiation.

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