HIGH POTENTIALS AS HIGH LEARNERS.

A common definition of high potential in many organizations consists of a right stuff' success profile listing several competencies that current executives have now or should have in the future. The identification process consists of looking for early signs of those skills in those less experienced. This approach makes sense. Many attributes such as intelligence and certain personal traits typically found on those succession planning profiles are known to be stable over a long period of time. To deal with change, organizations need to find and nurture those who are most facile in dealing with it. Identifying those who can learn to do something differently requires a unique measurement strategy-different from those often employed, one that looks at the characteristics of the learning agile. In this article, researchers have explained some initial steps toward identifying the women and men with the most potential to lead, regardless of what the future may hold for them.