Leadership: Talent Development

Know who is ready for which role, and why. Most development plans are written once, by one person, and do not survive the year. Leadership turns the whole cycle into a system: what each role needs, where each person really is, which training fits, and whether it worked. 30-day free trial with every feature, no credit card required. WHY HR TEAMS SWITCH • Fair reviews: the employee and the line manager rate independently, then HR calibrates. • Training matched to each person's measured level, competency by competency. • Succession you can defend: readiness uses calibrated levels first. • Ten cycles side by side; leavers stay on record, not deleted. DEFINE WHAT THE ROLE NEEDS Map job titles across twelve tiers, from C-Suite to entry level, and set how much each title needs each competency: Essential, Important or Supportive. Sixteen leadership competencies come with written definitions; edit them or add your own, up to twenty-five. TWO RATERS, NOT ONE An assessment round sends each person two single-use links, one for themselves and one for their line manager. They rate the same competencies Basic, Advanced or Expert, independently, without seeing each other's answers. HR DECIDES, THE RECORD IS KEPT Calibration shows both readings side by side. Take the employee's level, the manager's, the average, or set it yourself. Calibrating locks the record; raw answers are never overwritten. TRAINING FROM THE ASSESSMENT A locked record creates that person's development plan from your training catalogue, with provider, hours and cost per competency and level. Track each item as Assigned, Completed or Excluded, with a certificate link. Line managers update their own team's training through a link, without an account. SUCCESSION FROM REAL DATA Every role has four succession places: Ready now, Acting backfill, Developing and Emerging. Readiness compares each candidate's levels with the role's targets. An automatic summary names the biggest risk and the best candidate, counts the roles that depend on one person, and estimates the training hours and cost to close the gap. SEE THE WHOLE ORGANISATION Competency Intelligence shows the Basic, Advanced and Expert distribution with a radar, a department breakdown and a gap table, largest gap first. Analytics lists every employee with status, assessment and training progress, training hours and estimated cost. The Tools tab includes the 9-Box Grid, Training Investment, Development ROI, Employee Comparison, Performance Trend, a Fiscal Year Report and the Audit Trail. YEAR OVER YEAR Closing a cycle freezes an unchangeable snapshot. Performance Trend compares up to ten closed cycles: change, difference from the average, direction. People who leave are marked, not deleted; Analytics › Leavers & Leaders shows reasons and team growth per leader. Role history and the audit trail record every change and who made it. WHAT THIS IS NOT Not a personality test or a psychometric instrument. Observed workplace competencies are rated on a three-point scale, and employees rate themselves in the same round. SECURITY AND PRIVACY Each organisation's data is kept separate, on Google Cloud (Firebase) in the EU (europe-west1), with App Check on every request from the app. Export your data or delete your account inside the app at any time; consent records are kept as legal proof. GDPR, KVKK and PDPA aligned. Leadership Executive is an auto-renewing subscription billed through Google Play that covers the account that buys it; each colleague you invite starts their own 30-day trial, then needs their own subscription. Prices are shown in the app before you buy and may vary by region. Manage or cancel any time in Google Play › Payments & subscriptions › Subscriptions. The 30-day trial is provided by the app, once per email address, without a purchase. Support: [email protected] Terms of Use and Privacy Policy: https://www.strasysglobal.com/company-policies