Understanding the difference between high potential vs high performer employees makes a huge difference to your organization’s performance over time. A high potential employee provides nearly double the value to an organization, and they’re three times more likely to be successful leaders in the future, according to Gartner research. While both want more challenge, high-potentials place high value on greater authority, the ability to have influence, the desire to have an impact, increased responsibility for others, and higher status. It's important that they see themselves as moving up the ladder.
High-performers, on the other hand, will seek more challenge within their area of expertise. They want to be better at what they know and do, and be recognized and rewarded for that deeper subject matter expertise.
In this webinar we will explore how to:
Drew Marshall | Regional Managing Director
Drew Marshall began his career in IT Service Management before joining KT in 1999 as a field consultant, and he has a master’s degree in Whole Systems Design. His passion is to support clients in their quest to achieve leadership, operational and service excellence.
He has over two decades of consulting and management experience and has a broad portfolio of industry knowledge working on major projects with renowned global clients. His primary focus is leading the North American team in support of helping clients achieve their business performance improvement goals.
Drew´s combination of talents and experience in KT processes, strategic thinking, systems thinking, design thinking, project management, and performance improvement methodologies ensures that clients surpass their engagement objectives. He is highly skilled in finding ways organizations can unlock the potential in their workforce to tackle the most compelling challenges and thereby deliver stellar results.