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  • Writer's pictureTrevor Higgs

HiPo vs. Everyone-Po: Why Diversifying Your Talent Portfolio Pays Off Big

Updated: May 6

Let's face it: Picking winning stocks is hard. That's why Warren Buffet recommends investing in the S&P 500 index, which consistently beats actively managed funds.

The same goes for talent management. Traditional High Potential (HiPo) programs are like actively managed stock funds - expensive, risky, and often underperform.

Here's why HiPo programs fail:

  • Bad Process: Only 16% of companies have structured approaches to selection[i], and a Corporate Research Forum report says 73% of HiPo's are nominated by one person, their manager, and reflect whatever biases, conscious or otherwise, the manager may have.

  • Bad Outcomes: 46% of the high-potential leaders fail to meet the business objectives in their new leadership role[ii], and 84% of HiPos leave within two years of program completion.[iii]

  • Low ROI: Given the cost of training in dollars and productivity, the failure to meet business objectives, and the cost of replacing 84 of every 100 people entering a program, it is no wonder that 3/4 of HiPo programs fail to show any return on investment.[iv]

Role-Based High Potential Programs:  An Index Fund Approach for Talent Management

Consider a talent management strategy that works like an index fund - diversified, data-driven, and focused on long-term growth.  Role-based High Potential programs enable companies to become “High Performing” by identifying “High Potential” people for every role, delivering measurable value through increased organizational productivity and employee engagement. That's the power of Role-Based High Potential programs.

A new strategy for your talent investments:

  • Diversify your portfolio. Stop ignoring 95% of the organization and invest in everyone's potential.

  • Match people to roles, not labels. Find high-potential roles for each employee so they can thrive now, not someday.

  • Make data-driven decisions. Ditch the gut feelings and biases. Use science to quantify potential.

Deliver measurable value on your investment in Human Capital:

  • Increased productivity: High-performing employees in the right roles are 4x more productive.[v]

  • Reduced turnover: 94% of employees will stay if their employer invests in their growth.[vi]

  • Happy shareholders: Companies with high performers in critical roles are 2x more likely to outperform their competitors on Total Shareholder Returns (TSR).[vii]

Catalyzr: The Future of Talent Management

Catalyzr is your one-stop shop for building a high-performing workforce. The Catalyzr platform uses cutting-edge cognitive science to quantify employee potential and presents it as an easy-to-understand metric called the "Catalyzr Quotient." The Catalyzr Quotient is like a personalized stock ticker symbol – it tells you an employee’s potential to succeed in any role in your company.

The Catalyzr Quotient: The One Number You Need to Know for Talent!

  • Quantify potential: Uncover high potential across all levels of your organization, not just the management track.

  • Optimize team performance: Match the right people to the right roles for maximum impact.

  • Fuel career development: Provide employees with data-driven roadmaps for their future success.

Ready to ditch the risky bets and invest in your entire workforce?

Let's unlock their hidden potential together. Visit to learn more.

Or Visit us UNLEASH in the Start-up Pavilion at booth S12 

[i] “Equity in Leadership Development Starts with the Selection Process” Elizabeth Weingarten, and Liz Kofman-Burns, Ph.D., 2022

[ii]  “The HR Guide to Identifying High-Potentials”, CEB, 2014

[iii] “How to hang onto your High-potentials”, HBR, 2011

[iv] “2019 HIPO Development Benchmarking Report”, Gartner, 2019

[v] “The State of Organizations 2023”, McKinsey, 2023

[vi] “The Disengaged Star: Four imperatives to reengage your high-potential employees” CEB, SHL, 2011

[vii] “The State of Organizations 2023”, McKinsey, 2023

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