We have a range of validated off-the-shelf competency based assessments. We have assessments targeted to each audience from Individual contributors to CEOs. For working on interpersonal skills, we also have a measure of Emotional Intelligence, which has been developed by Dr. Kenneth M Nowack. Ken serves on Daniel Goleman's research consortium.
Almost all of our assessments are available as 360s, 180s (self and manager only) or self-assessments. Click through to learn more about the competency models and access sample reports, facilitator manuals and research.
- ExecutiveView - 360, 180, self-assessment
- LeaderView - 360, 180, self-assessment
- ManagerView - 360, 180, self-assessment
- PerformanceView - 360, 180, self-assessment
- TeamView - 360 only
- Emotional IntelligenceView - 360, 180, self-assessment
- Or bring us your own competency model and we can create a 360, 180 or self-assessment from it.
Talent Accelerator facilitates movement through three stages of behavior change (Enlighten, Encourage and Enable) derived from the latest theories about adopting and successfully sustaining new behaviors.
The first part of this process is to ask a series of reflective questions that helps them put what they learned from their report into perspective.
The next step in the Encourage process is to ask the participant which competencies or factors are most important to their day-to-day job. This helps foster buy-in while also narrowing down the number of possible focus areas.
After the participant has selected what's important, they are shown a table with their scores. We encourage them to choose no more than 2-3 areas to work on at a time and they have all the data they need to make that final selection here.
Participants go through a series of self-directed exercises to review their results, rate the importance of critical competencies to successful performance and identify one or more areas to begin their developmental journey.
Participants select specific areas or competencies they are motivated to work on to either leverage as strengths or develop further as they begin their development journey.
Once implementation intentions are developed (what, where, how long) Talent Accelerator sends out reminders on a monthly basis and a way to track and monitor progress to enhance participants' motivation to complete their development plan.
Participants can go back to update their progress on the development plan they created for each competency they are targeting.
Talent Accelerator contains a wealth of additional resources such as developmental suggestions, books, articles, videos, podcasts, websites and blogs to facilitate self-growth in specific competencies. Our competency based Resource Library is specific to each assessment you use and updated monthly by our staff to have the latest content to support participants' development.
Professional development is maximized when the participant can partner with their manager, mentor, internal or external coach. The participant using Talent Accelerator can invite an unlimited number of "coaches" to help track and monitor their development plan progress by clicking on the "My Coach" link. They also have the control to make their assessment visible to their coach or only allow them to monitor their action plans. Once they identify the coach they want to have join them, all they need to do is type in their name and email address and our system will automatically invite them to access Coach Accelerator.
One feature of Talent Accelerator is our journal that can be private to the participant or shared by the participant with their coach/manager in Coach Accelerator. Sharing developmental successes and challenges has been proven to facilitate learning and self-reflection.
Participants can easily change passwords and how often Talent Accelerator sends out reminders about development plan progress.
The participant can continuously monitor their progress from here. They get an overview of their progress. The participant can update their plan, mark things as completed and add comments. At any time the participant can browse the extensive library for any competency included in their assessment.
Professional and personal development can be challenging and research suggests that working with an internal/external coach, mentor or manager can significantly result in successful behavior change. Participants can invite as many coaches, managers or mentors as they want to join in the development journey. Participants can give them permission to access the report or not through Coach Accelerator
Coaches and managers can track and monitor the development plan progress of clients or employees and have the same access to our competency based Resource Library.
All clients or employees can be viewed, tracked and monitored in one place through Coach Accelerator.
As participants make progress on their development plan coaches or managers will be contacted and able to track the competencies they are working on as well as view their feedback report if they have been provided permission to do so.
Coaches and managers can also comment and interact directly to client or employee about their development plan progress through Coach Accelerator.
Coaches and managers have access to the same Resource Library as clients or employees for the length of the subscription to Talent Accelerator.
Coach Accelerator also contains a confidential tool called the Talent Development Summary which can facilitate succession planning/talent development within your organization. It is designed for the manager to complete on his/her employee and to confidentially share this information with senior management to enhance talent development discussions.
Use Coach Accelerator to maintain confidential coaching notes about clients or employees. No more forgetting what the last coaching meeting was about or what was discussed!
Want to show ROI in your assessment and feedback intervention? It’s simple with Coach Accelerator as you can print out a report at any time that provides important metrics about development plan progress and success at the individual or group level.
