Performance & Potential

As a People Leader, it is essential to identify individuals who display high potential and high performance in the workplace. Although the terms may sound similar, the two have distinct differences. High performers excel in their current role, while high potentials can grow and succeed in future roles. 

Sometimes it is hard to differentiate one from another, so here is some useful information to help you out.

What does High Performance mean?

High Team Member performance is all about achieving exceptional results, surpassing goals, and making a significant impact on the organization's success. It goes beyond meeting expectations by consistently delivering outstanding outcomes.

Key traits of high performers include initiative, adaptability, collaboration, innovation, and a dedication to continuous learning. They are self-motivated, quality-focused individuals who excel under pressure.

High performers embody leadership, ethics, and a strong customer focus, driving both personal and organizational success.

What is High Potential?

High potential Team Members, known as "HiPos," are the backbone of any organization's future leadership.

They embody adaptability, learning agility, innovation, and effective communication.

HiPos excel in problem-solving, collaboration, and result-oriented approaches, showcasing strategic thinking, a pursuit of excellence, and empathy.

Identifying and nurturing these individuals is vital for robust succession planning and maintaining a steady flow of capable leaders within the organization.

High Potentials vs High Performers

High potential Team Members and high performing Team Members are valuable assets to an organization, but they possess distinct qualities and serve different purposes.

Here are four critical differences between high potentials and high performers:

Focus and Potential:

• High Performers: These Team Members consistently excel in their current roles, meeting or exceeding performance expectations. Their focus is on delivering exceptional results within their existing responsibilities.

• High Potentials: These Team Members are identified based on their potential to take on higher-level leadership roles in the future. Their focus is on preparing for more complex and strategic positions.

  
  
  
  

Performance vs. Development:

• High Performers: These Team Members are already delivering outstanding results and often require minimal intervention to maintain their high performance.

• High Potentials: While they might also be performing well in their current roles, the emphasis is on their development for future leadership positions. They often receive special training, mentorship, and opportunities to expand their skills.

Scope of Impact:

• High Performers: They excel in their current job functions and contribute significantly to their team’s success. Their impact is typically seen in achieving operational and short-term goals.

• High Potentials: These individuals are identified for their potential to influence the organization’s long-term strategy and success. They are prepared for leadership roles where they will have a broader impact.

Current vs. Future Roles:

• High Performers: Their excellence lies in their ability to perform exceptionally well in their current roles. Their strengths align with the skills and attributes required for their current job.

• High Potentials: They exhibit qualities that align with leadership skills necessary for more complex and strategic roles in the future. They may need to develop skills that go beyond their current job requirements.

Traits of High Performers

·        Focuses on their goals

·        Keeps a positive demeanor

·        Shows consistent effort

·        Has a strong skill set

·        Accepts constructive criticism/feedback

·        Looks for professional growth opportunities

·        Offers respect to all people

·        They have strong analytical skills and the ability to find effective solutions to challenges

·        Drive: They possess a strong determination and motivation to achieve their goals

·        Self-direction: They show a high level of autonomy and responsibility for their actions

Traits of High Potentials

·        Abilities that exceed the needs of their job title

·        Completing tasks early and thoroughly

·        Performing work at a higher quality relative to peers

·        Social skills and cooperative working relationships

·        Motivation to work hard and achieve

·        Emotional intelligence and calmness under pressure

·        Leadership qualities without leadership role.

·        Willing to go above and beyond and outside the scope of their role to help others

·        Take initiative and work on their own as well as in teams very well

·        Have positive, long-lasting relationships