Talent Development

In addition to screening new candidates, we also provide development assessment for existing employees, using neutral third-party psychological assessment information about the employee to assist them at any stage of their career. Two instances in which organisations often seek development assessments are with high-performing employees who organisations wish to prepare for advancement or, alternatively, with employees who are struggling.

Organisations often lack the time or resources to help high-performing employees maximise their potential and prepare for advancement. This may result in decreased engagement by the employee or lost opportunities to increase their contribution to the organisation. A development assessment can assist the employee with establishing and taking action towards achieving goals, increasing work engagement, and taking greater responsibility and accountability for actions and commitments.

Alternatively, there are times during a career when any employee may struggle. This can be due to any number of reasons, from work demands to personal issues, but results in a key individual exhibiting behaviours that are unproductive, ineffective, and potentially damaging to the organisation’s operations and the employee’s career.

Our development assessment services are designed to:

identify key strengths that can be further leveraged or clarify the reasons behind the employee’s difficulties
provide the employee and the organisation with:
- an understanding of the areas where further development could be beneficial
- alternative resources to address identified development opportunities
- a structured process of action-planning and review to guide development activities.

Development assessments are focused, primarily, on four areas of leadership competence

Problem Solving and Decision Making

the employee’s ability to handle the complexity of issues encountered and to make sound decisions in a timely manner.

Work Application

the employee’s motivation, energy, and ability to focus their efforts on accomplishing objectives and moving the organisation forward.

People Skills

the employee’s ability to establish and maintain positive working relationships with co-workers, representatives from other departments, the public, and other stakeholders.

Leadership Potential

the employee’s ability to demonstrate the qualities that others look for in an organisational leader, including an examination of potential “derailers” (personal characteristics that have been shown to blunt leadership effectiveness and create negative consequences for organisations and their stakeholders).

Steps in the Assessment Process

We confer with organisational representatives to obtain a full understanding of the developmental issues from the organisation’s perspective.

The employee completes a battery of online questionnaires and attends an interview with a Corporate Psychologist (in-person or via video conferencing).

The interview and test results are analysed and evaluated against the demands of the job and the performance expectations placed on the employee. Strengths on which the employee can build are identified, as are areas that limit or are likely to limit the employee’s effectiveness.

A written summary report is prepared and provided to the client organisation that documents assessment findings and identifies relevant developmental resources.

The Corporate Psychologist reviews the assessment results with the organisational representatives requesting the assessment and discusses the implications of the results for a successful development effort.

The employee meets with the Corporate Psychologist to obtain detailed feedback on their results. The Corporate Psychologist meets with the employee and their supervisor to: (a) establish priorities-for-attention with respect to the areas identified for development, and; (b) create the structure of an action plan for addressing the employee’s development needs. With the action-plan structure and developmental priorities established, the employee is tasked with completing their development action plan and putting it into motion.

The employee presents their completed developmental action plan to their supervisor for approval. The employee undertakes the actions specified in their development plan and, together with their supervisor, monitors progress and evaluates it against performance criteria specified in the action plan.

We remain available for twelve months to the employee and their supervisor for guidance, advice, and support.

Transform your selection process

If you’re interested in learning more about how we work and how we can help you with assessment, competency testing and coaching, please reach out, we’re here to help find the best possible candidates for your team.