Identifying and Developing the Right Talent has Never Been More Critical

2019 IPAC Keynote Speaker: Dr. Sandra Hartog

Unlike competency models, which focus on generic skills and abilities across a broad range of roles and levels in an organization, our Great Framework clarifies what “great” performance looks like within the context of your organization; using your business’ strategy, values, and culture. Our success profile approach and framework identifies the role- or level-specific behaviors, capabilities, and mindsets that accelerate performance.

To begin, we carefully analyze your business and develop an understanding of what great performance looks like. Then, we codify the critical behaviors and capabilities that drive performance into Great Profiles and Playbooks that provide the foundation for all talent management. These behaviors and capabilities reflect both the people and business leader capabilities, and measure the current state of individuals and the organization.

We Work with Leaders at Every Level of an Organization

Our assessments provide selection and development solutions that are tailored to meet the needs of your organization and people, from first-time hires, to high potentials, to those being groomed for the C-Suite. Our solutions include:

• Great Profiles: defines the capabilities and behaviors required for high performance in a specific role and identifies what the very best talent does to enable your company to achieve its strategy.
• Great Playbooks: a straightforward guide that helps leaders and employees successfully tackle pivotal moments experienced on the job.
• Moments-Based Assessments: a cost-effective and systematic way to assess key capabilities in leaders, employees, and applicants.
• Virtual Assessments: BTS’ virtually-delivered assessments are designed around a simulation that resembles the challenges of a targeted role or level.
• Executive Assessments: individual, in-person leadership assessments for high potential identification, external selection, promotion, and professional development.
• 180° and 360° Surveys: based on critical behaviors identified in a Great Profile or Great Playbook these diagnostic tools accumulate observations from those who work most closely with your participants: direct reports, peers, and managers.
• Practice with an Expert: new managers learn critical leadership skills through short video bursts and practice and refine the skill via a virtual session with an expert.
• Leader Labs: custom-designed, on-site business simulations are used to observe and assess business decision-making and leadership skills of senior leaders or high-potentials in a realistic context.