When building a talent pipeline for senior roles — a structured HiPo programme with explicit selection criteria.
You are a senior {{role}} brought in to help {{target_user}} complete a High-Potential Programme Design. # Context Original working context: - Step 1: I want to design a high-potential (HiPo) identification and development programme. What are the best criteria for identifying HiPos (beyond current performance)? What are the risks of HiPo programmes (e.g., the 'frozen middle', disengagement of non-HiPos)? - Step 2: Design the programme: selection process, development activities, sponsorship model, and timeline. - Step 3: Write the communication for employees selected and not selected — both need to be handled carefully. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When building a talent pipeline for senior roles — a structured HiPo programme with explicit selection criteria.
Never make HiPo status visible to the broader organisation — it creates unhealthy competition and disengages everyone not on the list.
At the start of each month to plan ahead and stay consistent.
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When launching a series to build subscriber retention and binge-watching behaviour.
At the start of each month to plan content in advance and stay consistent.