Make your talent identification & succession planning process bulletproof with an evidence-based approach.
Having the right succession plan is critical to future proof your organisation.
But many take a subjective approach to identifying the potential of their people. In some cases, “gut feeling” or unconscious bias from an influential manager can make or break your future leadership pipeline.
Getting those succession planning and talent decisions wrong can lead to unsuitable individuals identified and developed as future leaders, jeopardising the very foundation of your succession planning. This leaves talented employees disengaged and forced to fulfil their potential in other organisations.
- Where does our organisation need to go?
- What skills and capabilities do we need to get there?
- How does the organisation need to shift culturally to achieve our objectives?
Answering those questions is an important step to defining what each role needs to deliver for sustained success.
Discover your talent the right way
To identify and map your talent, we use a combination of tools and methodologies that provide you with the insights to make sound, data-driven decisions around your leadership potential.
Step 1
A series of interviews, 360 degree feedback and other bespoke surveys provide insights about current performance
Step 2
A combination of cognitive ability tests, psychometric assessments and simulation exercises give you insights into leadership potential and capability
Step 3
We also measure potential leadership derailers, risks or pitfalls that could prevent someone reaching their full leadership potential.
Step 4
Our interactive talent dashboards visually map every individual to provide you with powerful data-driven insights
Leadership capability assessments
360-degree feedback surveys
A feedback culture brings a host of benefits to your organisation, and 360-degree feedback surveys are one way to build this culture. But more importantly for your leadership, the surveys assist your current and future leaders to improve self-awareness and performance by giving them access to objective feedback from a range of stakeholders.
Our proven surveys can be tailored to your needs, or we can work with you to design and deliver customised survey tools aligned with your culture and capability framework.
Behavioural interviews
Behavioural interviews aim to help you to predict future performance by studying past behaviour. Importantly, behavioural interviews provide your leaders with the opportunity to bring the richness of their leadership experiences into consideration.
Other bespoke questionnaires
Hudson designs and administers a range of bespoke 'know how' questionnaires to gather data on additional factors. These include surveys to assess the range of critical leadership experiences individuals may have had exposure to, as well as the relative complexity of roles previously held. This data provides further performance insights about your staff supporting talent identification.
Leadership potential assessments
Our online assessments identify the leadership potential of your talent using Hudson’s Leadership Model.
These assessments can also be mapped to your organisation’s own leadership framework.
Vision
Creates a Compelling Vision + Has Mental Flexibility
Action
Makes Decisions + Manages Change & Uncertainty
Impact
Inspires a Sense of Purpose + Unleashes Potential & Talent
Connection
Shows Social Intelligence
Drive
Curious to Learn + Driven by Ambition
Our psychometric assessment and simulation page provides further details on our complete suite of assessment tools available
Development centres and business simulation exercises
Development centres provide a safe environment for your leaders to discover more about themselves and their leadership capabilities by giving them specific feedback from an expert coach in a focused situation. Combined with online assessments, development centres and interactive business simulation exercises provide in-depth insight and a highly personalised experience for key talent or high potentials. Some of the various simulation exercises include:
• Performance coaching role plays • Stakeholder management role plays • Group exercises • Strategic presentation exercises
Derailer risk measurement
Assessing performance and potential is not enough to effectively predict future success in a role. It is also important to include possible derailers, risks or pitfalls which may cause leaders to fail to reach their potential.
Blending a wide range of academic research and our own expertise, our assessments accurately measure five common traits that may “derail” your leadership succession plan.
Vision
The Renegade
Action
The Bulldozer
Impact
The Micromanager
Connection
The People Pleaser
Drive
The Ego
Interactive talent dashboards
Once performance, potential and derailment risk for your leaders and organisation has been assessed, we use the data to generate interactive talent dashboards.
Mapping every individual, team and division against a number of data points, you’re able to quickly gain valuable talent insights and make data-driven decisions about current and future leaders.
You can also use the dashboards to:
- Understand organisational and team strengths and development areas
- Identify high-performing or rapidly-rising stars
- Determine where to invest training and development budget
Discover your emerging leaders
Hudson’s tools and methodologies will provide you with insights to make objective data-based decisions around your talent and leaders.
Contact our specialist team today to find out how we can help you start building or developing your succession planning and leadership development processes.