In or Out: Using Assessments to Support Selection & High Potential Identification

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Why do some High Potential leaders excel within developmental programs and when given promotional opportunities, while others flounder and don’t seem to fulfill the lofty expectations their organizations have for them? It all begins with how leaders are identified as High Potential and then carries through to how these leaders are selected into these developmental programs or given these promotional opportunities. Using objective  assessments that are directly tied to the behaviors critical for success can support the decision-making process and  significantly increase your odds of including/selecting the right leader. What value is there in including/selecting the  right leader? Doing so generates a positive ROI for the organization, adds to your brand recognition as an employer  of choice, demonstrates the power of succession planning, and increases internal morale and engagement among  a multitude of other benefits. In this session we will explore a systematic way of leveraging internal assessment processes to drive the success of High Potential development, as well as on the overall value a structured and integrated assessment strategy can have on the selection, identification, and development of top talent.


Kenneth Randall
Kenneth Randall
Senior Director Talent & Organization Effectiveness
Banner Health
Dr. Randall is responsible for the strategy and implementation of assessments throughout Banner Health, for developing competency models for all levels of leadership, and for evaluating the ROI of HR programs. Prior to joining Banner Health in 2008, he was an organizational consultant with Human Capital Integrated, specializing in leadership development, managerial selection, competency modeling, and training. Earlier, he served as an instructor at Florida International University on the topics of Personnel and Organizational Psychology. Throughout his career, he has authored and contributed to multiple industry publications, book chapters, and peer-reviewed journals such as the Journal of Applied Psychology and the Journal of Business and Psychology. his work has been presented at numerous national and international conferences, and he is an active member of the Society for Industrial and Organizational Psychology (SIOP), American Psychological Association (APA), Society for Human Resource Management (SHRM), Organization Development Network (ODN) and International Personnel Assessment Council (IPAC). In 2006, he received the Robert L. Wherry award from SIOP for his work on team entrainment and reward structure. Dr. Randall received his Ph.D. in Industrial and Organizational Psychology.