DDI High-Potential Identification & Acceleration Flashcards
6 cards from real DDI practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 6 DDI High-Potential Identification & Acceleration flashcards as text
In DDI's high-potential acceleration programs, what is the recommended ratio of development experiences?
Answer: 70% on-the-job experiences, 20% relationships/coaching, 10% formal learning (70-20-10 model)
DDI aligns with the 70-20-10 model, recommending that high-potential development emphasize stretch assignments (70%), coaching and mentoring relationships (20%), and formal learning (10%).
What is a 'stretch assignment' in the context of DDI high-potential programs?
Answer: A role or project deliberately designed to be beyond the individual's current capabilities to accelerate growth
A stretch assignment is a role or project deliberately designed to push a high-potential individual beyond their current capabilities, accelerating development through real challenge.
According to DDI, how should organizations communicate high-potential status to identified individuals?
Answer: Communicate status transparently along with clear development expectations and mutual commitments
DDI recommends transparent communication of HIPO status paired with clear development expectations to engage high potentials and prevent talent flight caused by uncertainty about their future.
Which DDI principle addresses the concern that high-potential programs may disenfranchise employees not selected?
Answer: Providing multiple development pathways for all employees while differentiating investment levels for identified HIPOs
DDI recommends a tiered development approach where all employees have access to development opportunities, while high potentials receive accelerated, higher-investment experiences.
In DDI's research on leadership transitions, what is identified as the most challenging transition point for high potentials in the U.S.?
Answer: Moving from individual contributor to first-level manager
DDI research identifies the transition from individual contributor to first-level manager as the most challenging and highest-failure-rate leadership transition, making it a critical intervention point.
How does DDI recommend organizations evaluate the effectiveness of their high-potential programs?
Answer: By tracking promotion rates, retention of identified HIPOs, and readiness ratings over time
DDI recommends measuring HIPO program effectiveness through promotion rates, retention of identified individuals, and changes in readiness ratings over time as indicators of true development ROI.