High Potentials and succession program
Candidates in the talent pool are paired with the senior leaders who hold critical roles today. Together they plan a career path map, strategic projects and visibility.
When a critical role opens up and no candidate is ready, hiring from outside is both expensive and risky. Mentoring prepares the candidate for the role and keeps them in the organization.
- Increase the number of ready-now candidates for critical roles
- Retain High Potentials
- Build strategic perspective and visibility
- Duration
- 9 months
- Sessions
- 9 meetings, once a month
- Format
- Mostly in person
- Mentors
- Senior leadership and executive committee
- 1
Introductions and career goal
- 2
Career path map
- 3
Strengths and blind spots
- 4
Choosing a strategic project
- 5
Rehearsing a presentation to senior leadership
- 6
Wrap-up and readiness review
The effort is recognized.
Every mentee who completes the program receives a completion certificate signed by their mentor. Mentors who complete the workshop and the 1:1 practice become Mentor360 Certified Mentors.
- Shareable on LinkedIn, verifiable by certificate number
- A round badge for profiles and email signatures
Sketch your organization’s program in five minutes.
Adjust the sliders and options to fit your organization. The summary on the right updates instantly; when you’re done, you download a program design with charts that you can present to your senior leadership.