DDI DDI High-Potential Identification & Acceleration 2

Question 1

In DDI's high-potential acceleration programs, what is the recommended ratio of development experiences?

Accepted Answer

70% on-the-job experiences, 20% relationships/coaching, 10% formal learning (70-20-10 model)

Answer

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%).

Question 2

What is a 'stretch assignment' in the context of DDI high-potential programs?

Accepted Answer

A role or project deliberately designed to be beyond the individual's current capabilities to accelerate growth

Answer

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.

Question 3

According to DDI, how should organizations communicate high-potential status to identified individuals?

Accepted Answer

Communicate status transparently along with clear development expectations and mutual commitments

Answer

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.

Question 4

Which DDI principle addresses the concern that high-potential programs may disenfranchise employees not selected?

Accepted Answer

Providing multiple development pathways for all employees while differentiating investment levels for identified HIPOs

Answer

DDI recommends a tiered development approach where all employees have access to development opportunities, while high potentials receive accelerated, higher-investment experiences.

Question 5

In DDI's research on leadership transitions, what is identified as the most challenging transition point for high potentials in the U.S.?

Accepted Answer

Moving from individual contributor to first-level manager

Answer

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.

(DDI) Certified Development Dimensions International Specialist Practice Test

(DDI) Certified Development Dimensions International Specialist Practice Test

DDI DDI High-Potential Identification & Acceleration 2