Training High Potentials vs. Training All Employees

A businessman points to just one person out of many

There is an ongoing debate on developing top talent about whether it is wise to focus on training high potentials or to spread training more evenly throughout the workforce.

Some companies believe that it makes sense to provide special development opportunities for their most promising and strategic workers. After all, these are the employees who are ambitious, talented, dedicated and most likely to succeed where it matters most. Don’t they deserve special investment in time and training?

Other organizations do not believe in playing favorites. They would rather invest in developing all their employees and creating a culture of equality. Many are also betting that, in their larger population, previously unrecognized talent will emerge as a result of the general training and their “equal opportunity” strategy will pay off in more engaged employees overall.

There are risks in both approaches. Company A that focuses on training only high potentials is likely, on average, to lose over half of them over a five year period to better offers from the competition. And Company B, the one that trains all employees, may well risk a great deal of their development dollars on employees who are not yet ready for the training or not sufficiently skilled or motivated to transfer the new skills to their jobs and make a meaningful impact on the business.

So where does that leave us in the debate? Based upon twenty-plus years helping clients in the field of talent management consulting, we find ourselves somewhere in the middle. We heartily believe in the value of corporate training and development if it is done right. That is a big “if.” When training is designed to address a pressing business issue, customized to the trainees’ real world, supported from the top down, and followed up with coaching and training measurement to ensure transfer to the job floor, then training can provide a needed and exciting competitive advantage.

Company leaders need to assess their training priorities in light of their overall corporate strategy. This will help them make a wise decision on whether to target the training on a specific group or deliver it more broadly. For example, if employee engagement and retention is a major problem, training for the larger workforce may show that leadership cares about supporting their employees and may be part of the engagement solution. If there is a major concern over grooming future leaders, then focusing on a smaller group of high potentials may be the better choice.

Develop the talent that you need to grow and compete. In other words, for the optimum use of your training budget, align your talent with your business strategy.

Download the Top 10 Warning Signs that Your Training Function May Be in Trouble to Learn More

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Thoratec

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

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LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

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Fujitsu

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

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Hyperion

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
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I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

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HR Director

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

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We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

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In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

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Training Manager

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

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