In growing organizations it is often obvious who is “talent.”  Unfortunately, in those same organizations it seems there is never enough talent to go around.  There are too many important positions and not enough people to fill them from the inside. What many of these same companies recognize is that there are talented individuals hidden in lower level positions who, with targeted development, can be ready quickly – creating an internal supply of identified talent who can move into positions of greater responsibility.

TWIST Consulting/ITAP Germany has developed a rigorous approach for involving senior executives in a process to analyze the potential of identified talent.  Some organizations use this process with higher level talent and others with mid-level talent.  Smaller organizations use it to assess all those identified as “talent to watch.  In all cases, it is a collaboration between supervisors, senior management, human resources professionals, and the individuals who have been identified as potential talent.

The Talent Potential Analysis Process is now available as a service offered through ITAP Affiliate companies in India, Spain, Germany, UK, US and Canada (and soon to be available in Mexico, Argentina and China).  The program includes:

1. pre-work (online assessments and supervisory review against a specific set of criteria)
2. senior management orientation to their role in the process (1 day)
3. talent capabilities self-assessment and an intercultural assessment questionnaire (1 day for each set of 6 – 8 people)
4. talent interviews, interactions and assessment by senior management
5. on-the-spot creation of individual reports that include the outcomes of the analysis and identifies development needs
6. individual talent feedback sessions in the two days immediately following the assessments described above.

Clients find that the outcomes not only provide useful information about the attendees and their development needs, but it often identifies general development needs in the organization (informing development focus for a broader population).  In addition, and perhaps more importantly, it identifies who REALLY has global leadership talent and the talents/capabilities they bring to the organization.

Please contact ITAP now for additional detail and a cost estimate for your organization.  

FAQ’s for Talent Potential Analysis Process (TPAP)

A. What is the benefit of this approach compared to other talent development programs?
There are several benefits to the Talent Potential Analysis Process including:

1. Cost savings: This is a process that helps companies scrambling for new talent to look inside their organizations and dig deeper to find gems that may be critical to the success of their companies.  They are internal (do not need to be recruited from outside) nor do they command top compensation, yet. 
2. Retention and motivation of internal talent: In difficult financial times TPAP program is a gesture that expresses that talent is important to the organization.
3. Involvement and exposure to senior executives: Senior executives get to assess individuals they might never meet otherwise and get a better sense of what talent lies deeper in the organization.   This also provides opportunities for employees to get in front of the senior company leaders and show what they bring to the organization.

B. How long is the process?
From ideation to delivery, the length of the program depends on whether there is a leadership competency model.  If there is, the time frame is shorter.

C. How many employees can you handle in one round of this process?
Between 10 and 12 (about $3,500 – $4,000/person)

D. What is the time commitment for the senior executives?
Typically it is a 2 day commitment (either Monday and Wednesday or Monday and Tuesday).  Each assessor must attend the orientation session (typically a 6.5 hour day held on Monday).  They also must commit to one additional long day (either Tuesday or Wednesday) to conduct assessments with half the employees.
HR’s commitment is to attend all three days of the process plus partner with the consultant to discuss the results of the feedback report with the participants.

E. What are the topics that are assessed?
This depends entirely on the competencies for your organization.  We build a manager and self-assessment form directly from your competency model.  We also create an interview guide based on those competencies.  However, typical competencies deal with financial, strategic, market, customer and improvement issues.