This post is co-authored by Loren Margolis, MSW, leadership faculty at the State University of New York and executive coach at Training & Leadership Success, a global leadership development firm.

I had just completed my third year at my former company and was having my annual performance review. I shared my accomplishments with my manager and told her that I felt that I had potential to grow. It wasn’t the first time that I told her that I was eager to tackle new things. She had been supportive that year and even gave me increasingly higher-profile projects, which we were discussing in my review.

When she was done sharing her appraisal, she exclaimed, “Congratulations! We decided that you are a high potential!” I was both excited and confused. I had heard the term 'high potential' batted around – mostly by my peers. But the process to become one and what it meant was never clarified. My manager had not discussed it with me either. So, my head was spinning with questions:

“What exactly is a ‘high potential’?”

“What does it mean for me?”

“What do I do now?”

Categorizing employees based on their level of potential and performance is a fact of organizational life. It helps companies develop and manage their most prized resource — their talent. A high potential employee not only excels in their current role but goes above and beyond expectations. Research shows that these professionals are usually in the top 5% of employees in an organization. Typically, your organization has you on their radar for potential new projects and roles. They are ready to invest in you. It also means that they have higher expectations of you and are looking for certain behaviors from you.

And when your skills and talents are developed, both the individual and the organization benefit.

But despite the fact that being told you’re a high potential is considered good news, it can lead to more questions — especially if your manager can’t or doesn’t explain to you what it means and what comes next.

Just like I needed a roadmap to help me navigate my new status, you may need one too. Here’s how to manage yourself, your expectations, and your boss so that you can make the most out of this recognition and effectively navigate the challenges and opportunities that may arise.

Ask the Right Questions

While many organizations tell their employees that they have been identified as high potentials — and what the expectations are — some are less transparent. We recommend that you learn as much as you can about your organization’s criteria for managing and developing high potentials. It tells you what you are doing well, and helps you know what to expect next so you can capitalize on it for your career growth.

Start by asking your manager (or whomever shared the news with you):

• What are our organization’s selection criteria?

• What is expected of me?

• What, if anything, will change in my role or projects?

• What do you recommend I do to make the most out of this opportunity?

• What do you recommend I not do?

If your manager is not well-versed in your organization’s talent management strategy, ask to speak to your human resources or talent management department to understand what this news means to you and your company. Then, share what they tell you with your manager so you are all aligned on what is expected of you and they can support you effectively.

Say Yes to Situations That Stretch You

When you proactively take on stretch assignments you signal to others that you have the willingness and capacity to take risks. Research shows that risk-taking makes employees seem more decisive and as having more agency, regardless of the outcomes of those risks. In general, people see risk-takers in a more positive light than they do risk-avoiders, even when risk-takers fail.

Join new cross-functional work teams to tackle problems that you have not yet solved. Raise your hand for projects that are outside of your functional area to expand your knowledge and skills. Keep an eye out for new trends in your industry by attending industry events and reading about the latest challenges or advances. Bring this information back to your organization and turn it into opportunities to effect change.

Broadening your scope of and skills for work can also serve as a self-protective measure. Seismic shifts in technology and business are rapidly reshaping how work gets done and therefore, what organizations need from their talent. The ability to adapt to disrupted workplaces is a skillset that will be critical in the global workplace for years to come. Expanding your scope now prepares you for when you are asked to do future assignments that may not play to your current strengths.

Finally, diversifying your work portfolio gives you the opportunity to shine in front of new stakeholders. It helps you build more connections and increase your network of allies, which helps to solidify your value. Leverage your new network by finding ways to help them, learn from them, and grow your career.

Focus on What’s Important to Your Manager

Your manager likely played a key role in determining whether you were nominated and approved as a high potential. They also help determine what opportunities come your way in the future. They are your most critical stakeholder. So, it’s important for you to know what their priorities are, what’s on their plate, and how you can help them accomplish both.

Helping your manager get their work done not only benefits them, it positions you in a positive light since it makes you their partner, resource and ally. It also shows that you can think and work beyond your current role, signaling to them that you are ready for the next level.

No matter how much you have on your plate, look for opportunities to help your manager further their goals or lessen their load. Consider asking your manager the following questions:

• What projects are most critical to you right now?

• What can I do to help you succeed?

• What challenges do you currently need to solve?

• What knowledge or skills do you want me to develop so I can better support you and the team?

• What can I take off your plate?

Ask these questions on a quarterly basis so you can remain updated on what’s important to them. With repetition, they will likely proactively seek you out for your support and partnership as well.

Conclusion

Becoming a high-potential can be an excellent opportunity to develop yourself, your network, your relationships, your impact, and your career. Make sure you’re prepared to turn this potential into actual long-term success.