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Abstract

This article details a single case study on the topic of identifying, developing, and retaining high-potential (HiPo) United States Air Force (USAF) officers. A model is proposed for organizations to better identify, develop and monitor, and retain HiPos. The case study conducted included 23 active or retired (less than 10 years) USAF colonels and general officers in the financial management career field as participants. Each participant was given a 20-question survey, a Big Five personality test, and an 11-question, hour-long interview. From the collected data, a total of six themes related to USAF HiPo management were discovered. Furthermore, the quantitative analysis that was conducted on the Big Five Personality Test result findings showed that statistically significant results were achieved. Specifically, the research found that the results for Openness to Experience, Conscientiousness, Agreeableness, and Neuroticism were statistically significant, while Extraversion was not. This article focuses on the findings regarding HiPo identification, the benefits of the practice, and how traits and trait theory can be related to leadership potential. The article also provides a Christian perspective on the business problem and the study’s findings.

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