Companies with low turnover are more profitable, and this is a fascination I've held for most of my career. What intrigues me is what keeps leaders and their teams loyal to your organization? 

In my corporate days, I had the absolute privilege of reporting to amazing bosses--until....I didn't. And then I began to wonder about this phenomenon. In my attempt to find out, I traveled across two continents. The  trip took me from Winnipeg, CANADA to Kingston, Jamaica on this quest (more about that in a later post). After this journey, I decided to conduct research about high potential leaders and how they navigate their path to the C-Suite. 

This was in 2018, when I interviewed approximately 20 CEOs and industry leaders about high potential leader engagement. My thesis (and my observations based on my own 25+ years’ experience working in corporations) is that high-potential leaders (HP Leaders) are not always readily identified as candidates for senior-level roles thereby missing out on significant capacity building for the company and for the leader and their family.

I identified that visibility inside the organization is a predictor (which makes sense to me). HP Leaders who are savvy about raising their visibility in the organization will generally do well and enjoy a robust upward trajectory. When HP Leaders are quiet and when their manager is quiet, HP Leaders may not be top of mind for plumb projects and succession planning opportunities. My experience and research indicate that leaders may be overlooking competent leaders.  

Today's blog post share explores the situation many organizations and their HP Leaders face as they attempt to build capacity for the future and the role that visiblity plays for the HP Leader.

If you can keep your star performers (and identify them, as well), your experience as a board, CEO, and senior leader will be more effective, and your business will be more profitable.  

One of my key questions to those CEOs:

Is current job performance a predictor of future superior achievements?

Past performance often predicts (or should) future success, but often when HP Leaders are not in the best role for their strengths, performance can wane. While not optimal, I believe it’s typical, based on my years of experience working inside corporations.

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Allie-Cat in Grand Turk

This is my daughter, Allison, affectionately known as Allie-Cat (from Disney’s The Aristocats movie), driving to get my sis and her husband from the airport in Grand Turk (Turks & Caicos) yesterday. 

She is being followed by a stray horse, one of the dozens that roam the small island. Horses and donkeys were used in the Turks & Caicos salt industry from 1678 to 1964. 

Grand Turk Island is the largest island in the Turks Islands and contains the territory's capital, Cockburn Town. The island is the administrative, historical, cultural, and financial center of the territory and has the second-largest population of the islands at approximately 4,831 people in 2012 and is a sovereign of the United Kingdom. (source: Wikipedia.org). 

My girls (Brenna and Allison) are escaping a chilly Canadian spring for a week of R&R with their Auntie Sarah and Uncle Andrew who have ties to the island. 

Have an optimized week ahead! 

Maureen Farmer is a CEO advisor and personal branding strategist for next-level executives, investors, and board nominees. 

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