Individual Development Assessment

Individual development assessment can be specifically tailored to:

• Providing an objective assessment of strengths, potential and development needs to assist in promotion decisions, deployment and career development decision making
• Performance development – for example working with a newly promoted manager to assess potential strengths and development needs in the new role and to develop strategies to maximise performance, or supporting an employee experiencing performance difficulties
• Personal style development – raising the self awareness of the individual in terms of the way they relate to and manage others, manage tasks and activities, their response to change, their levels of resilience, response to change, key motivators and level of drive and ambition.

Assessment methods are selected on the basis of the purpose of the assessment and may include:

• An in-depth interview with the individual and the consultant
• An occupational personality questionnaire to determine traits and preferences in terms of behavioural and work style
• 360 degree appraisal assessment to provide information on how an individual’s behaviour and style is perceived by others
• Ability testing
• Individual development planning, providing support and guidance in meeting defined development needs.

The assessment is supported by a comprehensive written report for the participant and client organisation.

Team/Departmental Development Assessment

Assessment of the potential and competencies of a specific team or department provides a view of strengths and potential weaker areas and enables effectively targeted training and development.

A typical assignment would include:

• Initial discussion between the consultant and the client to identify key issues and agree the elements of the assessment
• Participant briefing and assessment of individual team members
• A feedback discussion with each participant
• Preparation of written feedback reports
• Analysis of overall team strengths and potential weaker areas
• Feedback of team strengths and potential weaker areas with team development recommendations

Management Audit

Targeted assessment of an organisation’s managers can be valuable as part of an overall development exercise or to gain better information on internal talent for organisational development, or during periods of restructuring to assist in decision making with respect to how individuals affected by role change may best be deployed and developed.

Succession Planning

Baynham Consulting can assist in identifying successors for key posts and career moves and identifying key issues for their development.