Development of
High Potentials

We are a collective of around 40 experienced leaders who understand and respond to the needs of today's executives.

Experienced and passionate sparring partners, we support CEO's by sharing our thoughts and know-how to break their isolation and accelerate value creation.

A leader's success depends first and foremost on what he/she is: motivations, leadership, managerial practices, decision-making style.

We co-create bold solutions to help you grow your
talents.

Instead of Powerpoint presentations, we always prefer face-to-face meetings and flipcharts.

We listen in a friendly, confrontational way.

We are constantly obliged to unlearn and relearn in order to keep pace with the changes in the management profession.

Our ambition is to break down the mental barriers of leaders, to remove their inconsistencies and help them think more broadly.

By challenging thoughts and decisions, we encourage the leader to aim higher and further, for the team and the company.

VISCONTI Partners' business model ensures that our experience as leaders and our ethics guarantee our freedom and independence in our role as sparring partner.

They protect us from any conflict of interest: we report only to the leaders we support.

Executives have limited time. We go the extra mile to adapt to their constraints, urgencies, and challenges.

As a leader’s sparring partner, we naturally provide long-term support.

The management of High Potentials, often called gifted or zebras, represents a stimulating and enriching challenge for companies.

Their ability to innovate and think outside the box makes them an invaluable resource.

Here are a few keys to managing them effectively:

- Recognition and valorization: High Potentials need to feel that their contribution is recognized and valued. It is therefore important to provide them with constructive feedback and involve them in high value-added projects, where their potential can be fully exploited.

- Autonomy and responsibility: granting a certain amount of autonomy and entrusting significant responsibilities helps high-potential employees to feel invested and to put their creativity and initiative to good use.

- Stimulating environment: a work environment that encourages innovation and risk-taking helps high potentials to flourish. Encourage experimentation and accept failure as part of the learning process.

- Open communication: regular, open dialogue helps to understand the aspirations of High Potentials and to identify any sources of frustration. This helps maintain a high level of motivation and commitment.

Our team of coaches, made up of business leaders experienced in coaching High Potentials, is ready to share their expertise to transform your challenges into opportunities.

Their in-depth knowledge of the dynamics at play offers a unique perspective, essential to the development of effective and humane management strategies.

By inviting you to discover the expertise of our coaches, you are choosing to invest in your teams' potential for sustainable performance.

Their tailor-made support is the leverage your company needs to unleash the full potential of your High Potentials.

High Potentials, often referred to as gifted or zebras in professional circles, are distinguished by a set of interpersonal skills, also known as soft skills, which are essential for their fulfillment and success in business.

Here are the main soft skills associated with high potentials:

1. Adaptability: High Potentials show a remarkable ability to adapt quickly to change and new situations, which is indispensable in the constantly evolving business world.
2. Critical thinking: their ability to analyze situations from different angles and challenge the status quo enables them to propose innovative and creative solutions to problems.
3. Empathy: a strong ability to understand and put oneself in the place of others, facilitating collaboration, team management and leadership.
4. Effective communication: High Potentials know how to communicate their ideas clearly and persuasively.
5. Stress management and resilience: they are often able to maintain their calm and clarity of mind under pressure, bouncing back effectively from setbacks.
6. Curiosity and appetite for learning: a thirst for constant knowledge and the desire to learn and develop continuously, making them invaluable in roles requiring innovation and continuous development.
7. Managing complexity: their ability to understand and manage complex situations is a major asset..

Attracting, recruiting and retaining High Potentials in the workplace requires a personalized and strategic approach.

Attract : To attract High Potentials, your organization must stand out.

Emphasize an innovative corporate culture, strong values and a commitment to professional and personal development. High Potentials are looking for stimulating environments where they can fully exploit their potential.

Highlight ambitious projects, continuous training
opportunities, and a flexible work environment.

Calling on professional support can be a powerful lever for transforming your corporate culture and becoming a magnet for High Potentials.

Recruit: the recruitment process must be adapted to assess not only technical skills, but also adaptability, creativity and intrinsic motivation.

Use interview techniques that allow the candidate to demonstrate critical thinking, problem-solving and strategic vision.

To this end, VISCONTI Partners uses a powerful tool: TMA test.

An innovative, personalized method that brings out the talents of each candidate, based on their deep-rooted motivations and individual needs.

This tool helps to identify not only the technical skills but also the personality traits and motivational levers that will make the difference in your company.

Build loyalty : to retain High Potentials, create a rewarding work environment that encourages autonomy, recognition and professional development.

Provide flexible career paths, ongoing challenges, and opportunities.

Caring management, focused on personal and professional development is key. Encourage ongoing training and mentoring.

In short, attracting, recruiting and retaining high-potential employees means creating a work environment that meets their specific needs for fulfillment and recognition, while offering stimulating challenges and opportunities for advancement.

By acting on these levers, you'll build a committed, sustainable team of High Potential employees.

In the fascinating world of work psychology and human resources, identifying High Potential (HP) employees is a quest as stimulating as it is essential.

These people, often gifted with extraordinary intelligence or exceptional emotional intelligence, can drive change, innovation and leadership within your organization.

But how do you distinguish between these rare pearls, in particular High Potentials (HP) and High Emotional Potentials (HEP)?

The five common characteristics of HP :

1. Hypersensitivity: far from being a weakness, HP's hypersensitivity enables them to perceive nuances and details that escape most people. At work, this manifests itself in a high degree of responsiveness to group dynamics and a keen sense of organizational needs.
2. Arborescent thinking: HP's think in arborescence, i.e. they explore several paths of thought simultaneously. This makes them particularly effective at solving complex problems, where their ability to consider different perspectives and solutions is a major asset.
3. Empathy: empathy, which is particularly marked in HEP's, enables them to understand and feel what others are experiencing, thus promoting effective communication and benevolent leadership.
4. Resilience: HP people demonstrate a strong ability to bounce back from setbacks and challenges, transforming obstacles into opportunities for personal and professional growth.
5. Feeling out of step: HP people often feel out of step, different from everyone else. While this can be a source of friction, it's also what drives them to innovate and seek original solutions.

Recognition strategies :

- Listen beyond words: hypersensitivity and empathy are revealed in the nuances of communication. Pay attention to feedback that shows a deep understanding of human and organizational issues.

- Stress observation: moments of pressure reveal resilience. Note who among your employees turns challenges into lessons and opportunities for growth.

- Create spaces for sharing: HP's appreciate environments where they can freely express their ideas and feelings. Brainstorming sessions or discussion groups can unlock their potential.

Differentiation from non-HP high performers

While high performers may share certain characteristics with HP's, such as excellence in their tasks and high motivation, they don't necessarily exhibit tree-thinking, hypersensitivity or empathy to the same extent.

HP people are distinguished by their need to understand in depth, to feel intensely and to explore different perspectives, even in situations that don't explicitly require it.

At VISCONTI Partners, we understand the importance of preparing and acculturating young leaders to the challenges of leadership in order to transform their potential into performance, ensuring that a High Potential is not only ready to meet the challenges of leadership, but also to excel and inspire those they lead.

Contact VISCONTI Partners