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Our HIPO model is based on years of studying high potential employees and programs to identify the critical factors that determine their success.
Who’s motivated to rise into senior roles?
We identify the motivational drivers that distinguish those who seek and thrive in greater responsibility.
Who has the skills to thrive in more challenging roles?
We measure the attributes that predict success as scope and complexity increase, not just intelligence or experience.
Who will stay committed and succeed long-term?
We assess the engagement factors that indicate who is most likely to remain connected and grow with the organization.
Our High Potential Identification solution combines validated assessments, personalized feedback, and real-time insights to help you find and develop your most valuable employees.
Move beyond manager opinions and tenure requirements. Our validated assessments reveal who has the aspiration, ability, and engagement to succeed in more complex roles.
Evaluate new joiners, nominated employees, or entire talent pools with the same consistent science across levels and regions, building a trusted and comparable view of your high-potential talent.
Every participant receives a personalized report highlighting their strengths, development areas, and practical next steps.
HIPOs use these insights to build focused development plans and have meaningful conversations with their managers. This approach drives engagement and leads to 2x higher retention among identified high-potential employees.
Real-time dashboards let you quickly review, compare, and develop your high-potential employees across the organization.
See who's motivated to advance, who has the capabilities to succeed, and who's most at risk of leaving. Spot overlooked talent, prioritize development investments, and make confident decisions backed by objective data.
Experience how our insights and dashboards bring clarity to your HIPO programs.
By showing us how to identify and nurture our next generation of leaders, our work with SHL is helping to secure a strong, profitable future for Valmet.Hikka Alatalo-Korpi
VP Talent Management
Valmet Corporation
The program has given us a stronger leadership pipeline and is helping us embed a ‘grow your own’ talent strategy. It’s helped us understand exactly what we’ve got and where.Carole O’Neil
Partner (HR & Training)
Cundall
It’s not just an assessment tool; it results in a highly personalized, comprehensive, and simple development plan.Melon Yeshoalul
VP, Human Resources
Wills Group
The model of high potential focusing on ability, aspiration and engagement provided a simple and coherent language that we could use to share and achieve a consistent definition of high potential within the organization. But most importantly, the High Potential Solution went beyond identification to look at the skillsets and development areas, and provided ongoing support.David Blackburn
Chief People Officer
Financial Services Compensation Scheme
HIPOs identified as having the three characteristics in our model are:
...more likely to be effective in senior roles.
...more likely to achieve executive positions.
...more likely to stay and perform above expectations.
High Potential Identification
Not always. High performance reflects success in a current role, while high potential is the ability to thrive in more complex, future roles. SHL’s research shows that only 15% of high performers also have the attributes needed to be considered high potential employees.
High-potential insights help organizations answer the question, “HiPo for what?” by showing where individuals are best suited to grow next. The same data can be reused across leadership solutions to inform targeted development, strengthen succession pipelines, and support internal mobility.
With SHL, organizations have the flexibility to start with High Potential Identification and later expand into a bundled Leadership Suite—connecting insights across Succession Planning and Enterprise Leader Development for a unified, scalable approach to developing future leaders.
Relying only on manager opinion or tenure requirements can overlook talent. Fairer programs apply validated tools, consistent criteria, and transparent processes to reduce bias and give all employees equal opportunity to be recognized.
HIPO programs can start with early-career hires and extend through established professionals and emerging leaders.
When High Potential Identification works alongside our Leadership Development and Succession Planning solutions, you get one connected view of leadership talent. This shared data helps you spot readiness earlier, guide meaningful development, and make confident succession decisions that strengthen your pipeline for what’s next.
Find individuals with the aspiration, ability, and engagement to supercharge your organization's success.
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