Develop Talent

Grow and Retain the Right People

Seamlessly move from selecting to onboarding to developing talent with one PCI assessment

PCI's assessments are multi-purpose. When used in hiring, they support not only making the right decision, but providing insights needed to onboard the person and set them up for success.  PCI's psychologist are available for discussions to provide insight and advice as long as the person is working for you, at no extra charge.  And, we write developmental reports for new hires to improve their awareness of their strengths, risks, and opportunities.  The reports provide common ground for HR, the hiring manager, and the new hire to build a development plan.
PCI's assessments are also widely used for the sole purpose of evaluating and developing internal talent.   
  • Preparing for a promotion - know where the gaps lie so they can be addressed BEFORE the promotion
  • Identifying high potentials - know where your developmental investments are MOST LIKELY to pay off
  • Facilitating coaching engagements - know the person before even meeting them to INCREASE the coach's effectiveness
  • Evaluating bench strength - know where the holes are so you can strategically fill them
  • Career pathing - know the best natural fit for a person who may not be well placed
92 %

Attract Top Talent

Percentage of employees who see professional development as important or very important when evaluating employers

92 %

Foster Innovation

Increase in likelihood of developing innovative processes and products in companies that have a strong Learning Culture

34 %

Retain Top Talent

Increase in retention rate of employees given professional development opportunities

Why Invest in Talent Development?

Combat the Labor Shortage

With the great resignation and aftermath of the pandemic, companies are feeling the pain of the labor shortage, especially those who do not have strong learning and development processes to support promoting from within.   In fact, in a recent survey of CHROs, 47% identified "improving internal career advancement opportunities" as a top priority.

Target Upskilling Efforts

In a recent Gartner survey of HR leaders, Building Critical Skills and Competencies was the top priority for 59% of respondents.  In a recent SHRM study, 77% of respondents have plans to "improve the soft skills (empathy, compassion, communication)" of people leaders to better meet the expectations of the current workforce.  Not everyone needs to develop in these areas, so let PCI's talent assessments help you decide who to invest in with this type of training.

Build Your Bench

In that same Gartner survey, 45% of respondents identified "current and future leadership bench" as a top priority this year.  Supplementing performance and perception data with PCI's talent assessments will increase your ability to accurately identify the advancement potential of your current team.  Using our objective assessment along with the other data points will also improve the perceived (and actual) fairness of the process.

It Costs Money to Build Leaders… Spend it Wisely

Know What You Need to Know

Strategic leaders use analytical, data-driven approaches to developing talent.  This allows them to allocate learning and development resources and opportunities to the right people - at the right time.  PCI's approach to talent assessment and development is based on the SWOT analysis framework.  Let us show you how we can provide you with data to fill in missing pieces from each of the 4 SWOT quadrants.

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Questions about PCI and Leadership Development

  • How do I retain talented team members who want to grow with the company?
    Our expert assessors can identify a person’s strengths and gaps. These will help you and your team member determine their potential for advancement and the best career path within your company. By proactively investing in talent assessment and development, you’ll encourage loyalty in the people you want to keep, and show high-potential candidates that you value your people, making your company a more attractive place to work.
  • I have team members who are struggling, but I’m not sure why. We’ve tried coaching—what can we do to improve performance?
    The PCI assessment process is an excellent tool for helping you understand why a person is underperforming, because it reveals underlying capabilities and traits that are not easily observable. In our assessment report, we identify issues with a person’s abilities, skills, motivations and/or job fit—information that will save you months of trying to solve the problem yourself. Armed with these important insights, you’ll be better equipped to help individuals improve their performance.
  • Our company is not good at onboarding new hires. What can we do to get people up to speed more quickly?
    The PCI Assessment Report, which we deliver during the hiring process, provides critical information that can help you proactively onboard new hires. We also provide developmental tips, so you know right away what your company can do to leverage your new hire’s strengths and address their gaps (instead of waiting for a performance review). PCI can also provide a developmental report for each new hire to help each develop and prevent potential gaps from becoming actual performance issues. This makes onboarding go more smoothly for your new team members, and gets them performing at their full potential as soon as possible—meaning you’ll reap the benefits of increased productivity and morale.

Learn More About Developing Leaders

Discover best practices with key PCI resources

Deborah A. Bell, M.A Deborah Bell, M.A. Vice President, Consulting LinkedIn Profile

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