Top Industrial
Product Manufacturer

How We Helped Our Client

Slingshot Group commenced the competency assessment and development program for promotional candidates in early-2015. Four key activities were taken throughout the project, which includes talent pre-assessments, in-depth interviews with peers, one-on-one coaching, and post-intervention assessment.

360-degree questionnaires were administered to the talent (self), boss, peer(s), and subordinate(s) before the coaching sessions begin to quantitatively assess the level of pre-intervention core competencies and people manager competencies. An in-depth interview with the boss, peer(s), and subordinate(s) of each candidate followed to acquire qualitative assessment on behaviors and perception of others. With talents aware of their development areas from the detailed diagnosis, Slingshot conducted a series of One-on-One Coaching with individual strengths and challenges considered to close the identified competency gaps. Throughout the coaching period, talents were driven to formulate actions to be taken to visibly develop and display improvements in the critical competencies.

Upon completion of the 3 coaching sessions, Slingshot Group re-conducted the 360-degree assessment of the talents and their stakeholders. The post-intervention survey results were compared with those from the pre-intervention to gauge the improvement levels of each talent.