Improve Your Talent Pipeline and Manage Your High Potentials – Developing Your Subject-Matter Experts (SMEs) (Part 2 of 7)

Talent Plus Talent Plus

March 30, 2016 Selection

There is nothing more important for the long-term success of your team, department and company than identifying your pipeline and managing your high potentials. Whether you are thinking about who to promote, how to identify your successor or how to be a better manager, this list of things to consider along with some key questions to ponder is a good place to start. In this blog series, we are exploring 25 ways to keep your great employees engaged and help them continue to out-perform everyone else.
This week we examine developing your Subject-Matter Experts (SMEs).

Case 2: Your Subject-Matter Experts (SMEs) will usually love what they do and be very good at it, which is the key to engagement. Many of them will want to advance into a management or leadership role, even though their talents do not align with that type of work. If you can figure out how to convince them to remain SMEs, everyone will benefit. One way to do this is to create a “Leadership LatticeSM” that allows professionals and SMEs to progress horizontally or diagonally (into bigger, broader and more impactful SME roles) rather than vertically (into management or leadership roles). By giving your SMEs the right opportunities, and of course the right pay and benefits, you will be able to help them flourish in the role that is ideal for their talents and passion.
4. Do you know who your future leaders are (those with competence, talent and passion)?
5. Do you know who on your team should ideally remain a SME?
6. Of these people, do you know who wants to be a leader and who prefers to remain a SME?
7. For those who want to be leaders, what evidence do you have that they would make a great leader?
8. For those who want to remain SMEs, do you have a plan of action for each person that will provide good, consistent challenges, and provide opportunities to take on new responsibilities and “own” outcomes and strategic improvements?


To read other blog posts including more of the “25 Questions to Ponder to Improve Your Talent Pipeline and Manage Your High,” visit 

Latest Posts: Blog

Individual taking a Talent Plus Talent Online Assessment

Blog June 20, 2024

Integrating Talent Plus Assessments with Your Applicant Tracking System (ATS) 

Learn how integrating Talent Plus assessments into your ATS can streamline your talent acquisition process and improve candidate volume.

Fran Westfall Fran Westfall

Read More
Mother with two kids on school break working at home.

Blog June 03, 2024

How Workplaces Can Support Working Parents During Summer Break

Summer breaks rarely match up with work schedules, affecting working parents. Leaders must adapt & accommodate or risk losing good employees.

Zack Robertson Zack Robertson

Read More
Employee who has great well-being at work.

Blog May 09, 2024

Well-Being, Burnout and How To Invest in Your Employees

Boost employee engagement and well-being with these four strategies. Learn the keys to fostering a dynamic and flourishing workplace culture.

Zack Robertson Zack Robertson

Read More
Happy individual at work

Blog May 03, 2024

Unlock Your Potential With the Talent Card

Unlock your potential with the Talent Card. Discover the benefits of understanding your talents and learn examples of how to leverage them.

Talent Plus Talent Plus

Read More
Diverse employees congratulate man on business achievements, excellent work results or promotion.

Blog May 02, 2024

DEIB Strategies for Fair Promotion Processes 

Maribel Cruz explores the impact of unbiased evaluations and standardized promotion processes within organizations.

Maribel Cruz Maribel Cruz

Read More