For teams and partners
Bring role context to people decisions.
Start with the work people need to do, then discuss how assessment can support selection, development and growth.
For your organisation
HR and talent teams
Build a shared understanding of the capabilities a role needs. Use that context to shape assessment programmes and conversations about selection, development and succession.
- Define the roles and decisions you want to support.
- Consider who will take part and how reports will be used.
- Discuss the outcomes you want to understand over time.
For your clients
Consultancies and search firms
Bring capability assessment into your client work. Discuss a dedicated partner workspace and how assessments fit your existing delivery process.
- Establish the client context and role requirements.
- Plan participant invitations and report conversations.
- Explore how to run programmes across client workspaces.
Start with the decision.
Define the outcome.
What would make the assessment useful: a clearer selection conversation, a focused development plan or a way to understand change over time? That question helps shape the programme.
Assessment results are one input alongside role context and other evidence. Agreeing how results will be interpreted matters as much as collecting them.
Start with a role.
Experience the assessment yourself, or talk through your organisation’s needs.