Duvet2Desk by TPG

The world according to Tiffany... Women earn the majority of college degrees, yet women make up only … * 19% of U. S. Congress * 5% of Fortune 500 CEOs * 10% of Heads of State As a teenager I was often labeled as a pre-Madonna, a bitch, overly assertive, commanding, and bossy. For the longest time during my teenage years, I could not figure out why some people thought that this was wrong. Then I recently came across this new social movement to ban bossy (I have attached a WSJ article on the movement here .) I always knew I was assertive and confident, but knew there was nothing wrong with it; although the world told me a different story. After having read about this movement and making the conscious decision that I was going to "#banbossy," for myself and for people no matter the age or gender. Why was it wrong to be assertive? Why was it wrong to know what I wanted and to go for it? Is it wrong for me to aspire to leadership because I am a woman? So now

Going to take a more technical approach with this blog post (the last few have been relatively soft...)   I really want to talk about that group of people called the “ high potential employee .” This is the employee that has the perfect, and coveted, blend of ability, aspiration, and engagement to achieve success at high levels within an organization. According to the CEB, high potential employees are 2x more value to their organization. Yet about 50% of them will leave their developmental programs within five years . Begging questions such as: §   Why are these employees   choosing new organizations/employers? §   What can we do as an organization to retain such talent? Now if the high potential employee is that valuable to an organization, then retaining such talent is vitally critical to the future of an organization. Companies today are facing the  war for talent in full force and brand name recognition is no lon