In today's competitive talent landscape, eTACSEN's innovative 'Assessment-Workshop-Practice' three-stage model offers fresh perspectives for high-potential talent development. This model identifies capability gaps through scientific evaluation, enhances competencies via customized learning, and drives tangible results through practical exercises. It has become a vital tool for organizations building talent pipelines and optimizing talent development training system.
Assessment: Identifying Leadership Gaps in High-Potential Talent
In talent development programs, accurately pinpointing areas for leadership improvement in high-potential individuals is the critical starting point. eTACSEN employs 360-degree leadership assessment using internationally recognized assessment tools like the Leadership Practices Inventory (LPI®) questionnaire, which evaluates participants across five dimensions: “Model the Way”, “Inspire a Shared Vision”, “Challenge the Process”, “Enable Others to Act”, and “Encourage the Heart”. This comprehensive diagnosis combines self-reflection with feedback from supervisors, peers and subordinates, revealing valuable insights from discrepancies between self-assessment and external evaluation.
In a high-potential talent development program for a multinational company, eTACSEN's assessment revealed that some participants rated themselves higher than their supervisors did. This finding provided crucial direction for customizing subsequent training programs, underscoring the importance of 360-degree scientific assessment in talent development system.
Workshop: Activating Diverse Leadership Styles
Based on the assessment results, the Everything DiSC tool is utilized in eTACSEN’s talent development workshops to provide targeted training focused on leadership self-awareness. The DiSC model categorizes behavioral styles into four types (Dominance, Influence, Steadiness, and Conscientiousness), enabling participants to understand differences between themselves and others through assessments and interactive exercises while mastering cross-style communication and management strategies.
In a project with a cross-border e-commerce company, participants significantly improved communication with team members of different styles and optimized management effectiveness after engaging with the DiSC tool. The company ultimately adopted DiSC as part of its organizational communication culture, demonstrating the tool's powerful impact on collaborative efficiency.
Practice: Action Learning Drives Tangible Results
eTACSEN makes action learning projects a pivotal component of talent development, facilitating the transformation of knowledge into practical value. In a real estate company program, participants formed teams to execute business-value-generating projects, proactively coordinating with stakeholders to drive implementation. Upon project completion, participants presented results to top management team, demonstrating not only personal development but also delivering innovative business concepts. This 'learn-by-doing' approach validates training effectiveness while creating measurable company value, achieving true win-win outcomes for talent and organizational development.
eTACSEN's “Assessment-Workshop-Practice” three-stage model creates a systematic, practical solution for high-potential talent development through a comprehensive“measure-learn-apply”framework. Looking ahead, eTACSEN will continue refining this model to empower more organizations in unlocking talent potential and building resilient, high-performing talent pipelines.
