P1: Hidden Talents – Who's Ready for the Next Step?

Situation

An immediate promotion is pending. There is no consistent method to surface internal candidates who match the role’s requirements now. Talent data exists but is fragmented across systems, managers, and programs.

Symptoms

Identification Gaps

• No standardized promotion readiness criteria
• Inconsistent visibility of capability across functions/locations
• Performance data dominates, potential/readiness data missing
• Role requirements not translated into assessment criteria
• Interviews start without an evidence-based shortlist

Organizational Effects

• Slow, debate-heavy decisions for live vacancies
• Increased external hiring despite internal options
• Onboarding risk from misaligned capability/role complexity
• Pipeline metrics remain descriptive, not decision-ready

Challenge

Primary Goal: Identify promotion-ready internal candidates for a specific role now, using objective, role-linked evidence.

Why it matters: A readiness-first approach shortens time-to-fill, improves internal success rates, and reduces external hiring costs.

Key Questions to Answer

• Who meets the target role’s cognitive and behavioral requirements today?
• Which candidates show the leadership disposition required at the next level?
• How well do motivations and values align with team and organizational context?
• What evidence supports a low-risk transition within the next 0–3 months?

Solution Approach

Deploy a readiness-focused diagnostic aligned to the open role.

Phase 1: Role-Linked Readiness Scan

• Leadership potential profiling mapped to target role competencies
• Cognitive capacity evaluation for role complexity and decision load
• Learning agility check as an accelerator for early months in role

Phase 2: Fit, Motivation, Transition

• Motivation and aspiration mapping for near-term leadership responsibility
• Role-transition capability (IC → lead; lead → manager; manager → exec)
• Culture/values alignment with unit and organization

Expected Outcomes

• Immediate (0–3 months): Evidence-based shortlist with rank order; interview guides tied to gaps
• Medium term (3–6 months): Faster, more consistent internal promotions; reduced external spend
• Long term (6+ months): Higher success and retention of promoted leaders; stronger internal pipeline

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