Best Practices in Identifying Top Talent/Hi-Potentials

• What tools/ frameworks are other companies using to identify high potentials? • How do other companies define potential? (e.g., two-level promotable, personality qualities, learning agility) • How does performance fit into the identification of potential? • What percentage of employees (at a given level) are considered high potential/ top talent? • How deep in the organization are companies identifying high potentials? At K-C, we mainly focus on employees currently in Sr. Manager/ Sr. Professional roles and above. Those roles are the feeder positions for Dir and Sr. Exec roles.