To fill the growing gap in leadership bench-strength, organizations are increasing turning to talent management professionals to design early identification programs to find new leaders sooner and develop them faster. The tools designed for high-potential identification are an important aspect of these efforts, but little is known about how these tools work in practice. This presentation will shine new light on these practices and share implications for the design of high-potential programs. Data will be shared from two different forms of potential assessment and evidence of the organizational gain from these programs will be reviewed. Implications for practice in this area of growing interest will be also be discussed.
Doug Reynolds, PhD is senior vice president and Chief Technology Officer at Development Dimensions International (DDI), where his departments develop and implement software-based assessment, testing, and learning products in Fortune 500 companies. His consulting work has recently focused on the deployment of Internet–based behavioral simulations used for executive and leadership evaluation. Doug also has served as an expert witness regarding personnel selection practices, and he has published and presented frequently on topics related to the intersection of I-O psychology and technology. He recently co-edited the Handbook of Workplace Assessment, and coauthored Online Recruiting and Selection. Reynolds is a Past President of the Society for Industrial and Organizational Psychology (2012-2013).