Best Practices in Developing High Potentials

As aging baby boomers retire from the senior ranks of corporate America, there are fewer potential leaders ready to take their places. This dilemma creates a demand for tomorrow's leaders that is rapidly outpacing their supply. Between the smaller numbers of Generation X (born 1965-1977) and expectations of higher demands for recognition and promotion from Generation Y or Millennials (born 1978-1994), the retention of high-potential employees is a major concern in many organizations.