Win Today. Plan for Tomorrow.

Assessment tools for today and a succession plan for tomorrow: a winning combination if ever there was one. 

Assessment: Knowing Where and Who You Are

Assessments are powerful tools that can help individuals and organizations gain awareness on what is working and what is getting in the way of strong results. Assessments can also be used to identify current capabilities, future potential, and leadership styles. This data works to spur growth and development, close talent and skill gaps, and to identify the next generation of leaders.

Leveraging confidential and research-backed tools, we help our clients gain awareness and build a strategy for the path ahead. We typically use qualitative and quantitative assessments, including 360-degree feedback, interviews, personality assessments, cognitive and behavioral assessments, and organizational assessments.

The Taylor Assessment is our proprietary tool that yields a deep understanding of an individual‘s preferences and tendencies around culture. It measures individual and team culture contributions for the purposes of team building, development, and talent selection.

Succession: Building for the Future 

Poorly managed S&P 500 CEO and C-suite transitions result in annual losses of close to $1 trillion. Strong and smart succession planning can increase company valuations and investor returns by 20% to 25%.

Better succession planning means creating a talent management plan well before an organization thinks it is necessary. We work with clients to identify critical positions in the organization, assess and summarize critical individual and aggregate skills that are table stakes for success, identify and develop talent, and get the right people in the right roles at the right time.

We partner with leaders to create targeted development plans that speak to future business needs, help identify high-potential leaders for inclusion in succession processes, conduct talent review processes in partnership with our client’s internal HR and leadership professionals, as appropriate, and incorporate our DEI and unconscious bias expertise to proactively manage potential biases in succession planning.

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