Once identified, HiPos receive assignments that challenge their abilities and allow them to take risks. Organizations that create succession plans as part of the workforce planning process factor HiPos into the plan. Very often they’re paired with senior-level executive mentors to guide them as they take on assignments with increasing levels of difficulty. Job rotation, which moves HiPos through various divisions, departments, and functions, provides them with a broad view of the organization’s needs that will be necessary at the most senior levels.