Questions this work can help management answer.
- What capabilities and outcomes define success in a role or level?
- How should managers distinguish current performance from future readiness?
- Where are succession risks or development priorities concentrated?
- How can talent-review discussions become more consistent across leaders?
- What evidence should inform promotion, development, selection, or succession decisions?
Typical workstreams.
Success criteria
Define the role-relevant outcomes, capabilities, behaviors, and experiences that should inform evaluation.
Assessment framework
Create practical evaluation dimensions, rating guidance, evidence expectations, or discussion prompts.
Calibration
Structure management discussion so differences in judgment can be surfaced and examined.
Development & succession
Translate findings into development priorities, readiness considerations, and succession questions.
What an engagement can produce.
The exact deliverables depend on scope, information available, timing, and the client’s decision needs. A project may include:
How the work is usually structured.
We begin by defining the decision and business context, then review relevant information, develop options or recommendations, and identify implementation and communication considerations. See our consulting approach for the full process.
Scope note
Talent assessment should be used responsibly and consistently. Employment decisions may be subject to anti-discrimination, disability, privacy, testing, and other legal requirements. Appropriate legal review may be necessary.