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Talent Profiling

Application

Process

Tools

Goals

In Practice

We recommend Talent Profiling to all organizations that want to:

  • retain key employees and use their potential to support changes in the company
  • teach employees to take responsibility for their own development within the organization
  • commit managers to development work with key employees
  • promote the culture of feedback and coaching

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  • a knowledge-gaining training unrelated to the development goals of the participants,
  • a competency assessment session lead by an external consultant,
  • an offer of pre-prepared programmes (which although attractive to the participants, isn’t possible to transfer to everyday professional practices).

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  • a program build upon the strong motivation of participants to take responsibility for their own development within the company,
  • a chance for managers to perfect their competencies related to the development of key employees,
  • the response of HR to business expectations – for the program to be revolve around the realities of the company and support business goals, 
  • the training of abilities connected to creating and contracting a Personal Development Plan.

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The main event of our programme is the Talent Profiling workshop, where participants have the chance to integrate with each other, undergo analysis and fill in the results of their individual diagnosis by making use of the offered activities and opportunities to exchange feedback with other workshop participants. Moreover, they assume development undertakings and initiatives.

During the course we focus on real cases presented by the participants themselves. This encourages engagement, experience exchange and the acceptance of responsibility for any undertaken commitments.  

The outcome of our Talent Profiling programme is a comprehensive diagnosis of development areas and the formulation of a talent development plan, strongly rooted in the business and organizational perspective. Our program is not limited to the diagnosis, but also becomes a development event which triggers talents’ work in the identified areas for development.

Talent Profiling is a diagnostic and development programme that makes use of the TTX Institute tools – useful in the evaluation and self-assessment of participants:

  • 180°/270° TALENT Profile – assessment questionnaire that focuses on talents’ resources and areas for development,  
  • Peer-To-Peer Feedback – qualitative feedback survey,
  • MPS Test and I-SPEAK or MBTI – psychometric survey useful in the analysis of communication styles and actions,
  • Career Inventory – a questionnaire serving to identify preferred types of career and development motivations.

We recommend the application of the selected tools from the TTX Toolbox as an addition to the above diagnostics:

  • 3AE 360° Leadership Analysis – extensive survey which aims to investigate how the leader is assessed in his professional environment environment (designed for the managerial staff as an option for the TALENT Profile),
  • SHL Tests – aimed to identify preferred styles of behavior and level of selected skills.

A set of the diagnostic tools in our offer is based on assumption of the complete subjectivity and self-reliance of participants. Throughout the course of the whole process they are the main discoverers of themselves, which consolidates their sense of value and – at the same time – encourages them to assume responsibility for their future development. Effectively, we provide participants with a sense of influence, control, and an opportunity to decide about their individual development priorities. Team coaching including Development Centre elements and skills practice is the basic form of work during the Talent Profiling workshops. 

A balance of personal and social competencies required for expert and managerial positions

Increased awareness of the participants' own role in the organization and the confirming of motivation to continue the chosen career path

The formulation of an individual development plan and subsequent undertaking of work in priority areas that need development

A better understanding of the values and goals of the organization, as well as an increased sense of awareness of how to influence and achieve them 

Increasing the awareness of career management and building a personal image

Talent Profiling is a talent programme aimed at middle management and specialists, whose competencies ought to be comprehensively diagnosed and developed. It is a natural introduction to the worker’s first step on a training path and further development in the organization. Typically encompassing career and personal image workshops, it constitutes an important phase of the talent’s application for succession plans or internal recruitment processes.

 

Client:
IT engineers under 30 years of age, who are employees of an international company specializing in providing services connected to the creation and development of advanced IT systems.

Challenge:
The company is looking for a programme for engineers that would give them a chance to actively and responsibly work on their personal development with a special focus of social competencies – also important from the perspective of their company.  

Effects:

  • a comprehensive evaluation and self-assessment of each participant that takes into account their competency model,
  • underlining strengths and development areas; formulating and taking on individual development initiatives which fit in with the budget and scope offered by HR,
  • the participant’s understanding expectations coming from the professional environment, and the precise definition of their own role and mission within their own team, as well as the entire organization,
  • planning concrete actions aimed to increase the career awareness of the participants, and building an effective image of a professional and reliable co-worker.

 Feedback from the participant:
“It was the first time that I had touched upon many of the workshop topics ,so I feel like you opened up an entire new world to me. It was an unbelievable experience which broadened my horizons – I can’t imagine a better introduction to fields of knowledge I had never looked into before. Even though at first I allowed myself to look at the Talent Profile initiative and the topics with distance and scepticism, I now feel right in the middle of it all”. 



What we do

Talent Profiling

Talent Profiling is a talent programme aimed at middle management and specialists, whose competencies ought to be comprehensively diagnosed and developed. It is a natural introduction to the worker’s first step on a training path and further development in the organization. Typically encompassing career and personal image workshops, it constitutes an important phase of the talent’s application for succession plans or internal recruitment processes

Goals: 
A balance of personal and social competencies required for expert and managerial positions.

Increased awareness of the participants' own role in the organization and the confirming of motivation to continue the chosen career path.

The formulation of an individual development plan and subsequent undertaking of work in priority areas that need development.

A better understanding of the values and goals of the organization, as well as an increased sense of awareness of how to influence and achieve them. 

Increasing the awareness of career management and building a personal image.

Team Profiling

Team Profiling is designed for teams of all levels: management, functional and design.

Goals:
Diagnosis of the quality and effectiveness of team cooperation in the context of business challenges and values that hold the team together.

Identification of the areas for improvement and the launch and implementation of developmental initiatives.

Improvement of the key indicators measuring the quality of cooperation, communication and team effectiveness.

Acknowledgment of the leader’s authority and the building up of self-reliance and initiative of other team members. 

Increased awareness of the participants' responsibility for business effectiveness, as well as an improved atmosphere within the team and its brand in the organization.

 

Leadership Profiling

We would recommend Leadership Profiling to high management teams. For groups that are also management teams of the whole organization, the goals of the programme are extended by the development of selected team and individual competencies related to group cooperation.

Goals (from the perspective of the organization and leaders):
Development of authority and professional and personal maturity of people leading teams and organizations, strengthening the professional image (personal brand) of the manager.

Broadening the scope of managerial skills through the perfection of the rules and techniques of of Personalized Leadership and professional team management during periods of difficult change.

Aware management of own career and skilled guidance of the careers of talents.

Planning and professional guidance of strategic reflection within the organization and building the  desired culture within the organization or team. 

TTX Academy

TTX Academy is an offer made up of 3 solutions – dependent on the specific needs of the clients. We offer tested programmes that are carried in different forms, tailored to the needs of the organization. When designing a programme, we first and foremost take into consideration the business challenges of our clients. We make sure that the perfected competencies are directly related to the current tasks being carried out by the participants. When working with our clients, we pay attention to the sponsor’s engagement with business-related issues, and also designing the whole communication plan, which in turn influences the motivation of the participants and the image of the project in the company. 

Goals:
Delivering practical solutions related to current challenges in the field of people management.

Creating the opportunity to train new skills and exchange good practices.

Teaching key managerial behaviours that have a strong influence on building the commitment of employees. 


TTX Mentoring

TTX Mentoring is a programme focused on preparing three groups (mentors, mentees, and the superiors of the mentees) to effectively use individual mentoring opportunities. It also includes the implementation of a mutual understanding of roles and undertaking them in individual mentoring sessions by the groups of participants described above. For the mentors themselves, this programme provides an opportunity to become acquainted with mentoring tools and is a true training of their application. Thanks to the supervisory actions, it also gives the possibility of improving mentoring practices.

Goals:
from the perspective of the organizationaccumulation and protection against the loss of valuable expertise and knowledge about best practices through their transfer from experienced masters to young leaders and specialists, promotion of a culture based on constant development and learning, implementation of business initiatives launched by the program participants.

from the perspective of the participant - expansion of opportunities for career development within in the organization, identification of specialist or managerial competencies for development and their regular improvement under the supervision of a mentor, consolidation of subjectivity and use of additional internal motivators.

from the perspective of the mentor - development of practical teaching competencies through the use of personal experience, authority and expertise, opening a new career perspective and satisfaction with developing others as an important factor that strengthens motivation and identification with both the company and personal role.

AC/DC

The Assessment/Development Centre provides the opportunity for a comprehensive diagnosis of potential and key competencies required for specialist and managerial positions. Programme leads to gathering qualitative and qualitative feedback about the assessed competencies, both for the participant, as well as for the superiors and HR department. It is also a support for recruitment or development processes on the basis of conclusions drawn from the assessment.   

Goals:
Determining how the participants’ level of competence corresponds to the level of competence expected by the organization.

Pinpointing, using, and improving the participant’s strengths worth using in order to achieve a strategic goal of the organization.

Determining individual competency gaps to be worked on in the future.

Increasing the awareness of the AC/DC participants about their strengths and areas for development.