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Executive Summary · 17 pages · 15 min read

High potential, high impact: Insights to build
better programs

New global research into what makes high-potential programs succeed or fail.

72% of leaders believe their high-potential (HiPo) programs are effective. Employees often feel differently and this disconnect could be costing organizations their best talent.

Talogy’s 2025 global research study explores what makes HiPo programs effective. Drawing on scientific literature, survey data from over 1,000 professionals, and insights from expert consultants, this executive summary highlights four critical components of successful HiPo strategies:

  1. Defining high potential: What does “high potential” really mean and how does it differ from high performance?
  2. Identifying talent: Who is responsible, what methods are used, and how is HiPo status communicated?
  3. Developing and retaining HiPo employees: What works, what doesn’t, and how can organizations keep top talent engaged?
  4. Evaluating program impact: How do organizations measure success and ensure long-term value?

Why it matters

In today's fast-moving business environment, organizations that fail to invest in future-ready talent risk falling behind amid rapid change, evolving skill demands, and increasing workforce turnover. Those with effective HiPo programs don't just retain talent, they build the leadership pipeline that drives long-term competitive advantage.

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