200
young participants
97%
completion rate
3
debriefing workshops
Context
A bank wanted to invest in its youngest population: raise engagement, help people understand their strengths and risk factors, and at the same time identify who will feed the succession pipeline.
The challenge
Holding together two goals that often exclude each other: a development experience useful to all two hundred participants, and an identification of high potentials solid enough to guide succession decisions.
Quint’s approach
- Co-design of the project with the client, starting from the engagement and self-awareness goal.
- Personality and potential assessment with Deeper Signals psychometrics.
- Identification of high potentials on explicit criteria.
- Collective feedback: debriefing workshops to read one’s own report.
What was done
- Project co-designed with the HR leadership.
- Assessment of about 200 young professionals, with a 97% completion rate.
- Three debriefing workshops with all participants.
- A high-potential list for the succession pipeline.
Deliverables
- A personalised report for every participant: strengths and risk factors.
- Identification of high potentials.
- Three report-reading workshops.
- Guidance for targeted development initiatives.
Results
- High potentials identified to feed the succession pipeline and guide targeted development initiatives.
- Three debriefing workshops with all participants, to help each person read their personalised report.
Why Quint
The same assessment serves the person and the organisation: a report everyone can read and use, and a comparable potential figure on which to build succession.
Case study anonymised for confidentiality: sector, size and geography. Figures measured internally on the project.