For several years now all my high Ultimate potential reports are protected classes. Just curious if I am lucky or if this is widespread.
For those not aware high ultimate potential is set not by your supervisor but those higher up in management.
27 replies (most recent on top)
@3amx+1bjBU5lE fully agree that a supervisor who is both good behaviorally and knowledgeable about their group’s work would be the best possible person for the job. However, how many of those people actually exist, and how will the company staff higher level / global scope roles if people are pigeonholed to a certain discipline or stuck forever at the supervisor level if no adequate backfill exists? Yes, EM has gone way too far in the opposite direction, but you’re rarely going to encounter perfect situations in a business as complex as EM.
@3rkw+1bjBU5lE I have to disagree. Focus on behaviors is ki----g the company. We need technical people who know the job and get business results. We can’t care our way to profitability. Woke culture within behavior focus is leading to competitors eating our lunch. People aren’t willing to pay more per barrel of oil for oil from a woke company.
@knw+1bjBU5lE no that is a rumor. A magic 8 ball would show better results and less bias.
Don’t worry you only have to deal with a HiPo supervisor for 18-24 months before they will be promoted to their next job. Just wait them out. They will fly high on their RSUs while you stagnate with no raise.
Traits you describe are good in a supervisor. But so is knowing about the role your people are in. I’ll take a supervisor who knows what I do any day. I had a supervisor who kept telling me my PDS write up was too technical. Couldn’t even understand my accomplishments and how they added value. How can someone like that advocate for you and your peers?
I’ve had great managers who came in with no clue about what they were in charge of. The key behavior they had was they came in, listened to their people, and worked to help enable them to do their jobs more effectively. They didn’t pretend to be the expert, or attempt to take credit for things they didn’t understand.
Re EMIT manager.
You might be surprised. If they've supported the business, they must have discussed it with people, and they were watching when none of you thought they were.
Besides, the problem in the company is not managers "who know the company," it's bad managers. You can know the company and business and still be a bad manager. I've worked for the contact and outside, and in all I've had 2 good managers, and none of them were with exxonmobil.
@1afv+1bjBU5lE they won’t, EMIT VP position is reserved for business line employees
@1oxm+1bjBU5lE I am super confused how someone whose roles include being in house tech support will be a great VP someday.
@1sqw+1bjBU5l let me guess… F&L “digital” or UIS
I am about to get a new supervisor from EMIT and am not impressed. I guess if I need help installing a software update but other than that this new person knows nothing about what we do. I don’t know how they are making these decisions. Totally crazy.
The services orgs (EMIT, Proc, EPS, etc.) should be allowed far fewer HiPo slots than they have. Too often I’ve seen poorly identified HiPos with no actual hope of realizing CL34 or even 30-31 that are promoted extremely quickly but then stagnate, clogging up their talent pipeline for other equally talented or better people subject to their asinine advancement guides.
It seems to have more to do with who your brown nosing than high potential.
Having worked as the supervisor and peer of several HiPos I can say most of the time the system doesn’t get the identification part right. We miss out on many people who could make a difference if given a chance just because they weren’t identified the second month they arrived. Five year ID is quite new so still working the two month IDs through the system right now. The system is a joke because basically someone gets a sponsor who then doesn’t want their HiPo to fail and works to get their pet person opportunities, training, etc. I’ve even seen them pad the org chart so the HiPo is surrounded by more people than usual to actually get the work done. I’ve seen good people moved out of roles or denied roles they were next in line for because a HiPo needed that role to continue their climb. The passed over person then has to do the work while the HiPo takes all the credit. We’ve lost many good people who see this and won’t put up with it.
There are several in UOG who in any other company or organization would be lower tier performers.
In the old days it was ridiculous....I literally had a mentee with 2 months with the company who had been identified as a chosen one...I was told “don’t mess this up...VPs are watching. This chosen one, as expected, flamed out and is no longer with the company. The typical pattern was that a person with <2 years was “identified”, told .....multiple time!!!....that they had great potential, this feedback would go to their head & they would be useless for real technical work until they were vaulted into a supervisor role at 5 years. Invariably, 75% of these people did not survive, and were shunted to ppt shuffling roles for the remainder of their career, adding to real value.
HiPos are identified at 5 year mark now with CL potentials of 34. If not considered HiPo, you have CL potential 29.
COED= Compensation and Executive Development Committee. It reviews development plans for executives and also promotion schedule/compensation for all others. There is also a push in COED for early identification of hi-po minorities and women.
Put in place by the same management system that never foresaw either Covid nor a collapse in oil prices. Break out the Ouija board!
High potential = CL36+
Committee on Executive Development. A group of high level managers/executives who meet regularly to identify and steward the careers of folks who are identified as high potential CL 32+. If this is your destiny you will be told. Used to be were identified very early in career 1st year but now it seems they are waiting to identify hi-pos at the five year mark.
What is the ‘CoED’? What is their job? How to know if you are ultimate high potential? are you told about it or any other indicators?
New to the company, don’t know much about potential just thought ranking was an issue..
Leaders like DW, TG, and others are produce of the same stinking system. Living proof of the kind of leaders the system produces. That is all I have to say.
EM will continue to fail if we continue to staff based upon potential vs staffing on capability.
I heard the CoED was dismantled and replaced with a Mattel Magic 8 Ball.
If the fundamentals of the system are in shambles then only garbage would come out of this details. Performance system is tearing this company apart one thread at a time. Good workers and people have no motivation anymore.
The CoED, more specifically, decides.
I don’t even know who is there anymore.
The Who is who of brown nosers and sun flowers.