Our assessments focus on three critical dimensions that will help in building greater self awareness in leaders
Aon believes a holistic assessment of human capability is based on the interplay of
- Cognitive ability
- Personal Characteristics
- Demonstrated Competence
Aon recommends the assessments across all these three clusters need to be on the following principles
- Differentiated by organization’s managerial level needs
- Predictive of an incumbents performance and development in the future
- Aligned to the Role the individual is expected to deliver
- Consistently of an incumbents performance and development in the future
- Scalable to deliver across large volumes and multiplication
Our approach to development is three pronged- Knowing, Being and Doing
Our approach comes to life in four simple phases
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| •Creation of a competency framework aligned to strategic business imperatives | •Design custom assessments best suited to measure key behaviors and competencies | •Identify key developmental areas for each of the participants to develop individual development plans | •Using a combination of assessment and post development data, create individual dashboards that would feed into an end of journey ‘talent review’ |
| •Socialization of the competency framework to the leadership team as well as the HR team (who would then further cascade the same to their respective teams) | •Conduct assessments (virtual/in-person/hybrid) •Conduct one-on-one feedback sessions with each of the participants |
•Create a specialized development journey to facilitate development on key identified areas identified in phase 2 | •Outcomes of talent review to facilitate key decisions on talent mobility within the group, succession planning and individual readiness for next level roles |
Guiding principles for our proposed approach
Based on our experience, 5 principles we recommend for assessment and development:
