By building safe failures into on-the-job experiences, the development of a high potential talent can be accelerated.

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Provide opportunities for high potential talent to continue learning, growing, and developing their skills, such as by leading cross-functional projects.

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At the same time, employers need to start rethinking their recruiting process, notably in using sophisticated social network search tools to go spear-fishing for high potential talent, rather than waiting for applications to come across the transom.

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And, managers need to look for the skills that really matter today in high potential young talent, attributes like cognitive load capacity, adaptability and social media skills.

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Jeff Scheinrock is currently the CFO at Originate, a company that invests elite engineering talent and startup expertise into high potential opportunities.

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What all of this information tells me is that companies need to work harder and increase their talent management efforts, specifically targeted at recruiting, developing, and retaining high potential women.

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This means it's increasingly essential to combine the vast potential native U.S. talent and our strong educational institutions to develop a more sustainable high-technology work force.

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