Signature Roundtable
For Your High-Potential Talent
Build Today’s Talent for Tomorrow’s Needs
The Challenge
The Exposure Gap
“Strong Performance Today Doesn’t Guarantee Readiness for Tomorrow.“
High-potential leaders are often recognized because they consistently deliver, take initiative, and demonstrate the capacity to do more.
But the transition to broader leadership responsibility requires a different perspective.
As scope increases, leaders must look beyond their individual role and begin thinking about the needs of teams, functions, and the organization as a whole. They need to understand how their decisions affect others, navigate competing priorities, and influence outcomes beyond their direct authority.
The earlier leaders develop that broader perspective, the more prepared they can be when greater responsibility arrives.
Built for Your High-Potential Talent
Proven Development. Real Business Context.
The High-Potential Signature Roundtable combines Bell Leadership’s proven leadership frameworks with the real-world context of your organization.
Participants learn alongside peers who are also being prepared for greater responsibility, creating a shared experience that encourages candid discussion, broader perspective, and relationships across the business.
The core sequence provides a proven foundation. Discussions, applications, and examples are shaped around your organization’s priorities and the experiences of the leaders in the room.
Over time, participants build more than leadership knowledge. They develop a broader understanding of their roles, their colleagues, and the organization as a whole.
At a Glance
What to Expect
4-6 Sessions
A series of focused sessions provides time to build leadership capability, reflect on application, and learn alongside peers within your organization.
12-24 Months
The extended experience gives participants time to apply what they learn in their organization, develop new habits, and return to the sessions with real experiences to discuss.
18-30 Leaders
Designed for a cohort of emerging leaders from the same organization identified as having the potential for broader leadership responsibility.
1 1/2- 2 day sessions
The experience begins with Achievers™, establishing a common leadership language and a foundation of self-awareness for the work ahead.
Shaped Around Your Team
A Proven Core Sequence
Built Around Your Business
Examples, discussions, and applications connect the experiences specifically to your organization’s real-world context and the challenges participants encounter in their roles.
Location of Your Choice
We meet your group where you choose to learn, whether that’s on location at your office or an off-site facility that meets the needs of your planned experience.
What Your High-Potential Talent Will Build
Perspective That Prepares Them for What’s Ahead.
Critical Self Awareness. Understand how personality, behavior, and individual patterns affect relationships, decisions, and performance.
Leadership Perspective. Look beyond individual responsibilities to understand how decisions, priorities, and leadership actions affect teams and the organization as a whole.
Communication for Impact. Strengthen the ability to communicate ideas, build understanding, and influence outcomes across different audiences.
Change Leadership. Understand how leaders respond to change themselves and build the ability to help others navigate change effectively.
Talent Decisions. Build a stronger foundation for evaluating, selecting, and developing people as leadership responsibility expands.
Personal Performance. Develop practical approaches to managing time, priorities, and personal effectiveness as demands increase.
The Learning Journey
A Proven Sequence. Built to Develop Over Time.
The High-Potential Signature Roundtable follows a proven sequence designed to build perspective and capability over time.
Achievers: Developing Critical Self-Awareness
Build a deeper understanding of individual personality patterns and how they influence behavior, relationships, and results.
Understanding the 10 Roles of a Leader’s Job
Explore the different responsibilities leaders must navigate and begin expanding perspective beyond the demands of a current role.
Communicating for Impact
Develop greater awareness of how communication affects understanding, relationships, and results, and how to communicate more effectively across the organization.
Leading Change in Yourself and Others
Explore what it takes to navigate change effectively, starting with the leader and extending to the people and teams they influence.
Building Selection & Hiring Skills
Develop a stronger foundation for making thoughtful talent decisions and recognizing the capabilities needed for organizational success.
Managing Time, Priorities & Personal Performance
Examine how leaders manage competing demands, focus their attention, and sustain personal effectiveness as their responsibilities grow.
Your Table
Who It’s For
The High-Potential Signature Roundtable is designed for emerging leaders within the same organization who have demonstrated strong performance and the potential for broader responsibility.
Participants may or may not have direct reports, but are typically not yet leading a large team, division, or function.
This experience can be particularly valuable for organizations that want to:
Give high-potential talent earlier exposure to enterprise leadership skills.
Develop a stronger pipeline for future leadership roles.
Help emerging leaders broaden their perspective beyond their current role or area of expertise.
Create shared leadership language among a cohort of their high-potential talent.
Build relationships and connections across organizational functions before their high potentials move into broader roles.
Connect leadership development to the organization's priorities and culture.
The goal isn’t simply to prepare people for a promotion. It’s to help them develop the perspective and capability to contribute at a higher level when that opportunity arrives.
From individual potential to organizational bench strength.
BEYOND THE INDIVIDUAL
Develop Talented Staff Before the Organization Needs Them to Step Up
Building a strong leadership bench takes more than identifying high-potential talent. It means giving promising talent opportunities to develop broader perspective, stronger leadership capabilities, and relationships across the organization before greater responsibility arrives.
Developing high-potential talent together also creates something individual development cannot: shared leadership language, stronger cross-functional connections, and a cohort of emerging leaders who understand more of the business beyond their own roles.
Your Leadership Guides
Bell Leadership’s trainers combine proven leadership frameworks with deep leadership and business expertise. Drawing on diverse professional backgrounds, they bring real-world perspective to each discussion and create the conditions for meaningful learning, candid conversation, and practical application.
Bill Sanford, MS
Senior Executive Leadership Trainer
Expert in trust, teamwork, and organizational performance, drawing on an early career in conflict resolution and decades of experience developing leaders and teams.
Jon Player, JD, MSPH
Leadership Trainer, Speaker & Coach
Trusted leadership advisor, drawing on backgrounds in law, science, and research to help leaders navigate complexity, think strategically, and take effective action.
Susan Gisler, PT, DPT, MHA
Leadership Trainer, Speaker & Coach
A seasoned healthcare leader and executive coach known for helping leaders foster engagement, lead through change, and achieve meaningful growth.
FAQ
Frequently Asked Questions
Who is the High-Potential Signature Roundtable designed for?
The experience is designed for dedicated groups of emerging leaders identified by their organization as having the potential for broader leadership responsibility. Participants may or may not have direct reports but are typically strong performers who are not yet leading a large team, division, or function.
How is this different from the Next-Generation Leaders Signature Roundtable?
The High-Potential Signature Roundtable is designed earlier in the leadership pipeline, for groups of emerging leaders who would benefit from broader leadership exposure before taking on significant organizational responsibility.
How many people participate?
A typical High-Potential Signature Roundtable includes 18–30 participants from the same organization.
How long does the experience last?
How do organizations identify participants for a High-Potential Signature Roundtable?
Why invest in leadership development before high-potential employees move into larger roles?
Is the program customized?
The core topic sequence and Bell Leadership frameworks are proven and established. Discussions, examples, exercises, and applications are then shaped around the specific organization’s priorities, culture, business context, and the experiences of the participants.
How does the High-Potential Signature Roundtable connect to our business?
What does the organization gain from developing high-potential talent together?
Where are the Next-Gen Signature Roundtable sessions held?
They are held at a location of your choice. We meet your group where you choose to learn, whether that’s on location at your office or an off-site facility that meets the needs of your planned experience.
Want to Build Your Future Leadership Bench?
Develop High-Potential Talent Before Greater Responsibility Arrives.
A Bell Leadership Signature Roundtable creates a sustained development experience where promising leaders build capability, broaden their perspective, and learn alongside peers from across the organization.