Your model and your scoring
The Core Leadership science is mapped onto the leadership framework and the scoring you already use, so the output arrives in terms your talent process recognizes.
One standard everywhere
Every person is measured against the same definition of leadership, whatever their function or region, so the comparison holds right across the business.
In your brand
Your colors, accent, scales and logo throughout. It arrives looking like part of your own toolkit rather than one more platform to log into, which is much of why it actually gets used.
What lands on your desk
Not a stack of individual reports. One picture of the whole group, with any one person a click underneath.
A board-ready view - A picture your leadership team reads without translation
Named readiness gaps - Where the bench is thin, by unit or region
Group view, then the person - Filter the population, then open one profile
A report for everyone assessed - Including the people you do not shortlist
Useful disagreement - It contradicts some of your assumed high potentials
Identifying future leaders and developing potential for all
Quotient dropped manager nomination and invited the whole company to put themselves forward. 315 people completed the assessment, and the dashboard and every individual report landed inside six and a half weeks. It now runs annually.
"There isn’t any other company out there that will drive this level of product and service."
Stuart North, Senior Manager, Learning and Development
Identifying leadership potential for a Women in Leadership program
Essex scored the leadership potential of 89 candidates and identified 32 for development centers in under two weeks, the final 20 chosen days later. The model showed no differences by gender, age or ethnicity, which was the point.
"We aimed to test new ways of identifying talent, and couldn’t have asked for better partners in our journey."
Maria Farres, Director of OD and Talent Management