Abstract
We agree with Rotolo et al.’s (2018) assertion that talent management is a space where the academic–practice gap in industrial and organizational (I-O) psychology is quite cavernous and where the vulnerabilities to anti-I-O (AIO) are high. As researchers who began a journey a few years ago to explore the high potential (HiPo) identification process from the science perspective (largely inspired by Silzer & Church, 2009), we echo the frustration that the current focal authors express with the science-side lag in this area. For us, what started as a question from a senior officer in the Army turned into the development of a theoretical model and the start of multilocation research lab designed to further the understanding and success of the HiPo identification process. Our objective is to share a bit of our journey that got us to this point and some lessons for others inspired by this focal article to become anti-anti-I-O (AAIO) warriors.
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