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Schedule a brief, 30 min call with an experienced associate to receive tailored guidance and learn how we can help your organization.
Gain access to both print and digital talent tools to create data-driven talent strategies.
Succession 2.0-Taking Succession Planning to a New Level of Effectiveness – This Session Is Full. Please Register For Our May Session.
The All-Access TalentTelligent Certification – A Complete Talent Solution (4/12, 4/14)Repeating Event
Succession 2.0-Taking Succession Planning to a New Level of Effectiveness – Complimentary
TalentTelligent provides a constantly developing suite of virtual tools.
Virtual Card Sorting
Need in-depth analytics? Our Qualified Administrators deploy this powerful process virtually for maximum flexibility.
A research-based, stakeholder-driven approach to candidate evaluation. Surveys only take 20 minutes to complete!
The most robust way to solicit feedback and ensure focused development, backed by over 100 combined years of experience.
Fully-customized development material that fits the needs of your managers, teams, individual contributors, and leaders.
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The best in talent management thought leadership straight to your inbox.
We’ve tackled (and solved) pressing talent challenges for countless organizations and groups.
Control the Controllable in Talent Acquisition
At times, it feels like the war for talent is a battle to control the uncontrollable. This is true to some degree—but don’t forget or overlook the areas of talent acquisition that your organization can control.
Self-Awareness and the Power of 360’s
When you think about the importance of self-awareness in development, there is no better avenue for understanding the affect of your behavior on others than through the use of multi-rater surveys.
Most sizable organizations have and use competencies to manage talent and reinforce strategy. How many competencies are truly needed, though, and what specific competencies predict behavioral and organizational outcomes?
Creating Effective Leader Development Goals
70% of employee development and learning happens on the job, 20% near the job, and 10% off the job. There is substantial research behind the 70-20-10 “meme,” and it affects how we create future leaders.