No, that is not a misspelling. Please don’t tell the story of a hippopotamus in a job interview unless you are applying to work at the zoo! Hi-po is a term used to describe high performers, and, at most companies, that list exists. If you have been on the list, make it a point to highlight it during your interview process.
The list may be formal or informal, but few HR executives would dispute the fact that some employees are more talented than others. The debate is over how companies react to this truth. Many companies do have formal lists and the hi-po’s receive special assignments, special training and personalized coaching from the top ranks.
I have written in the past about answering all interview questions with 5 stories. If you have a story of being a recognized hi-po, weave it into one of your examples. Talk about how you won that status and what you learned from the experience. You may be asked a secondary question about why you left if you were a hi-po. Be prepared to respond. As a hi-po, you are a risk taker and entrepreneur. Maybe you found yourself in a company that did not need an entrepreneur.
Harvard Business Review recently ran an article entitled, Are You A High Potential?, where they published what they called the “X factors” that define a hi-po. Take a look at their list and look for ways to highlight your X factors in the next interview:
X Factor #1: A drive to excel.
High potentials aren’t just high achievers. They are driven to succeed. Good, even very good, isn’t good enough. Not by any stretch. They are more than willing to go that extra mile and realize they may have to make sacrifices in their personal lives in order to advance. That doesn’t mean they aren’t true to their values, but sheer ambition may lead them to make some pretty hard choices.
X Factor #2: A catalytic learning capability.
We often think of high potentials as relentless learners, but a lot of people out there learn continually, yet lack an action or results orientation. The high potentials we have come across possess what we call a “catalytic learning capability.” They have the capacity to scan for new ideas, the cognitive capability to absorb them and the common sense to translate that new learning into productive action for their customers and their organizations.
X Factor #3: An enterprising spirit.
High potentials are always searching for productive ways to blaze new paths. They are explorers and, as such, take on the challenges of leaving their career comfort zones periodically in order to advance. It might mean a risky move—a tricky international assignment, for instance, or a cross-unit shift that demands an entirely new set of skills. Given high potentials’ drive to succeed, you might think they’d be reluctant to take such a chance. But most seem to find that the advantages—the excitement and opportunity—outweigh the risks.
X Factor #4: Dynamic sensors.
Being driven to excel and having an enterprising spirit, combined with the urge to find new approaches, could actually become a recipe for career disaster. High potentials can get derailed for a number of reasons. They may, for instance, be tempted to impulsively accept what seems like a hot opportunity, only to find that it’s a break (not a stretch) assignment or that there’s no long-term career payoff. Another possibility of derailment comes from a desire to please. High potentials may avoid open disagreement with the boss or resist giving honest, potentially disappointing feedback to a peer. Successful high potentials have well-tuned radar that puts a higher premium on quality results. Beyond judgment, high potentials possess what we call “dynamic sensors,” which enable them to skirt these risks, even if just barely. They have a feel for timing, an ability to quickly read situations, and a nose for opportunity.
Keep up-to-date with Fast Track Tools by subscribing to our blog so you will be the first to know about special, free offers.
picture from Andrew Mason