Get started with talent development

Identify where someone has the their biggest potential for improvement. Some generically relevant assessment contexts for leaders include:

Roles

• Leadership stages (improve your familiarity with the leadership the organization needs at it's current maturity stage)

Soft skills

• Soft skills expected of leaders (become more effective in moving people in the right direction)

Hard skills

• Leaders who want to develop a great organization (become better at identifying what to move towards and what to move away from)

Ambition

• Leaders who want to develop a great organization (get the big picture of what a great organization looks like, and the role of yourself and others in cultivating it)

For more assessment contexts, check out the Wecomplish library.

When deciding where to focus first, ask yourself: What is keeping you from becoming a more effective leader? Is it:

• A better understanding of my role?
• Stronger people skills?
• Stronger professional (leadership and organizational development) skills?

Based on the potential score and other relevant input, identify the roles/skillsets that are a top priority for the person to improve their familiarity with.

Lay the groundwork for indicating familiarity with relevant roles/skillsets in a private and persistent context.

• Identify in which areas the person has low familiarity (and why)
• Identify which responsibilities/skills the person is unclear on
• Identify which responsibilities/skills the person would like help improving in

Go through familiarity in order to identify:

• Areas (categories) of improvement
• Specific responsibilities/skills which are unclear
• Specific responsibilities/skills which require assistance
• Specific responsibilities/skills which might be relevant to focus on