Who is equipped and ready to manage more complex and challenging roles? How far and how fast can an employee grow and develop in our company? Does our workforce possess the competencies that are needed to support the organisational strategy? How can we accurately predict an individual’s potential to succeed?
Those are some of the burning questions organisations attempt to address every day and for good reason. Recent studies indicate that businesses with strong leadership are 13 times more likely to outperform their competition, and three times more likely to retain their most talented employees.
Identifying the most promising talent pools requires more than intuition and experience. Through the deployment of advanced psychometrics and simulations we provide an accurate, standardised, and objective measurement of an individual’s potential and readiness for all levels in the organisation:
High Potentials & Emerging Leaders
Professionals
First Level Leaders
Mid-Level Leaders
Business Unit Leaders
Executives
There are no established processes for identifying high potential employees.
Organisations mostly rely on supervisor nominations and performance appraisals to identify potential in their talent pools. Performance, however, is not necessarily a predictor of future potential (in fact, research shows that only 30% of current high performers are actually high-potential employees); this means that most employees would struggle at the next level.
Secondly, both performance appraisals and supervisor nominations can be affected by biases and politics, factors that may promote characteristics such as loyalty, likeability, excessive self-confidence, and risk-taking tendencies rather than actual potential.
As a result, high-potentials can often feel disengaged and disillusioned toward their company, and therefore more likely to look for other opportunities and leave the organisation.
Although there is no universal definition of potential, this usually refers to a capacity for long-term growth, particularly in executive positions. The focus is on the person’s most stable characteristics or building blocks – cognitive abilities, personality traits, motives, and values. These are best measured through standardised psychometric assessments, such as cognitive ability tests and personality inventories, as well as structured interviews that focus on career goals, self-awareness, motivation, and experience.
Readiness refers to an individual’s capability to handle the requirements and challenges of a new, typically more complex role in the near future. Decisions regarding readiness are based on several factors (including track record, experience, and functional expertise), but the best way to measure it is through in-depth structured interviews and realistic business simulations.
Our assessment services provide you with the information you need to “decode” talent and identify individuals who have the best chance to grow from within by expanding their capabilities rapidly and fulfilling the requirements of future strategic roles.
Building a strong leadership pipeline
Identifying High Pos in a fair and objective way
Aligning development efforts to both the organisational and people’s needs
Deployment of Talent in restructuring and reorganisation initiatives
Use assessment analytics to inform Talent Attraction, Acquisition, and talent retention strategies
Evaluating risks associated with talent decisions
Support diversity and inclusion initiatives
High impact and immediate development experience – during and after
Development of self-awareness through immediate feedback and coaching
Identifying strengths and development areas against expectations of future roles
Career guidance and insightful coaching
Support in developing a targeted development plan, and creating customised development journeys
Facilitate onboarding and support role transition
Our smart assessment platform not only provides a state-of-the-art solution for assessors and administrators to manage and deliver all aspects of the assessment centre but also guarantees a seamless user experience that enables participants to manage all assessment activities in one place.
Participants receive an invitation to access the platform and complete their prework, schedule the assessment, receive reports, schedule their feedback and coaching sessions and provide feedback on the overall process.
Analysis of competency score distributions on different levels, e.g. overall vs. function, region, level, etc.
Readiness
Potential
Competencies
Talent grids
Potential Vs readiness grids
