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Develop Your Potential

News Story

Your future awaits! Attend sessions from the High Potential Leadership Series to get on the pipeline to professional success on February 16 and February 23.

Starting on Thursday, February 16, the Setters Leadership Initiatives Department will be launching the second year of the High Potential Leadership Series. In this case, high potential refers to students who have the ability to be truly impactful—those who have a strong likelihood of using that always-churning brain for positive innovation.

The learning outcomes of this series revolve around leadership, specifically in regards to developing personal professional skills. Upcoming events include:

The Next Step: Education v. Experience
Thursday, February 16 | 3:30 p.m.–4:30 p.m. | Kessel Conference Room A/B
Learn how to leverage your education and experiences to get the job you’ve always wanted.

Role Reversal: Managing Your Boss
Thursday, February 23 | 3:30 p.m.–4:30 p.m. | Kessel Conference Room A/B
Leadership has evolved. Learn how to lead and collaborate in the workplace.

What is a high potential employee?
According to the Harvard Business Review, a “high potential” (HiPo) employee is one that “…consistently and significantly outperform(s) their peer groups in a variety of settings and circumstances…Moreover, they show a strong capacity to grow and succeed throughout their careers within an organization—more quickly and effectively than their peer groups do.”

What are you going to learn?
After participating in the series, you will be able to better articulate your experiences and qualifications, learn relevant leadership skills for the workplace, develop a better sense of self-awareness, acquire key communication and relationship skills, and more.

Students who attend the most events in the series will be invited to an exclusive leadership excursion as a reward!

Why do you want to be developed into a recognizable HiPo?
High potentials get promoted faster than other employees do, have more developmental opportunities, are given special assignments, have access to mentoring by senior leaders, have more visibility, have greater responsibility, have more freedom and flexibility, etc.

Who’s talking about potential?
Eighty-five percent of the top talent management companies are using potential for developmental purposes. In a recent Center for Creative Leadership survey, 56 percent of respondents reported that their company had a formal process for identifying high potentials and 37 percent said their company used an informal identification process.

Learn more about the High Potential Leadership Series.