A theme by theme view of each person's strengths, gaps and potential risks, written so a line manager can use it in a conversation without a psychologist in the room.
Potential across everyone assessed in the Leadership Potential Dashboard filtered by division, team or talent segment, so you can read a whole leadership team together and see where the bench is thin months before a role opens.
Practical guidance built on the specific behaviors behind each person's result, so somebody identified as a successor knows what to work on before the move rather than after it. Where a gap needs a program rather than a plan, that sits with leadership development.
Your leadership model, your scoring and your branding, so the reports and the dashboard read and look like the systems your people already work in rather than something bolted on the side.
Ask about a person, a team, or a conversation you are about to have, inside the AI assistant your managers already work in. Clients running Wave Connect Develop get the same potential data answering questions in the flow of the working day.
Skanska runs safety critical operations across a global business. Promotion and succession used to run on reputation and on whoever was in the room, which varied between business units and was hard to justify to a panel. Structured behavioral evidence replaced it, with leadership risk and derailer behaviors visible before the decision rather than after it.
“Saville helps us find people sooner and accelerate them.”
people under one promotion and succession standard
A succession bench that refreshes when you need it
An international health and beauty retailer of more than 14,000 people ran succession through an annual nine box cycle built on manager nominations. Reading potential on demand instead put 60 leaders through the first cohort, identified 5% more women as having leadership potential than the old process had, and took the bench off a once a year timetable.
more women identified with leadership potential
