Talent Development - Improvement Areas

Understand what soft skills an employee should improve in order to perform better in the role

Manto Papagianni avatar
Written by Manto Papagianni
Updated over a week ago

What is Talent Development

An organization's most valuable resource is the people who work for it, and for that reason, special attention is being paid to Talent Development. Talent Development refers to the collective efforts of an organization to harness the strengths of its people and maximize their potential by developing them. This includes identifying employees’ skills, potential, and goals and helping them to further develop their skills to achieve their organizational needs.

The aim of this section is to unlock employees' potential, help them grow further in their current roles, and provide you with actionable recommendations to assist employees in actualizing their future ambitions within the company.

We focus on Soft Skills

Let's face it - the world is changing rapidly and how work gets done is evolving. As more and more job activities become automated, soft skills, which cannot yet be replicated by machines, have become more important. In 2017, Deloitte also reported that "soft skill-intensive occupations will account for two-thirds of all jobs by 2030" and that hiring employees with more soft skills could increase revenue by more than $90,000.

As a result, soft skills — such as emotional stability, openness to change, self-reliance, social boldness etc. — have become crucial success factors. According to Josh Bersin, the skills of the future are not technical, they’re behavioral. And more importantly, a new IBM’s research points out that CEOs and business leaders are now realizing that they can “buy” these technical skills (or build them internally, at ever-lower cost) relatively easily. It’s the soft skills that take effort and this is why Bryq focuses on a holistic talent assessment approach instead of assessing resumes.

Improvement Areas

Once more here at Bryq, we innovate and we give insights to your HR team and Managers - insights that were previously non-identifiable and non-existent.


‌Our motto is: Each role is unique, each person is unique and this is how talent development should be treated.


‌What we have built is the capability to highlight the top 3 improvement areas when it comes to personality traits that should be further developed in order to succeed and evolve in a specific role.

Let's have a look at this example:

We have an employee who works as Business Development Representative and took the Bryq assessment. From that point on, the HR Team can access that employee from My Company > My Employees and then select the relevant Employee in order to explore his/her Improvements Areas associated with the current role.

Scrolling down to the Improvement Areas section, one can see the top three traits according to the selected profile, in our examples BDR, to identify the improvement areas as seen below:

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According to the BDR profile, the examined employee needs to further improve their coping skills in the following personality traits which are tied to the desired behaviors for the given role: ‌

  1. Cooperative: 31%

  2. Practical: 44%

  3. Open to Change 56%

An important note here is that, according to research, personality is relatively stable in the adult population. However, individuals are able to develop coping strategies to deal more effectively with their day-to-day tasks.

By pinpointing the traits tied to the designated behaviors we can better decide on which acquired behavioral strategies can be further developed.

The identification of where my talents need further improvement in order to create a personalized development plan is a unique tool that allows your HR Team to act fast and effectively for each employee.

💡This fascinating tool is not only applicable to an employee's current role but is a revealing indicator when it comes to promoting or any sort of internal mobility. Why? Because not only Bryq will point you out to the best match for the role but most importantly will guide you in advance on what that employee needs to excel in that role. In that way, your onboarding process will be facilitated via personalized training on these improvement areas.

Finally, at the bottom of that section, our system indicates the Learning Agility score of that employee as derived from the assessment results. Learning agility refers to the ability to learn, adapt, unlearn, and relearn to keep up with constantly changing conditions. It enables individuals to learn something new in one place and then apply these learnings in different situations hence it has been linked to career advancement, leadership, and personal development. Considering the above, learning agility is a crucial indicator to consider when examining employees' mobility.

Individuals who score high on the construct are expected to generate new ideas through their ability to view issues from multiple angles, engage in autonomous learning, better handle ambiguity and ultimately adapt quicker and be more comfortable with progressive risk that leads to new opportunities. On the contrary, individuals who score low on the construct are expected to be more comfortable with familiar tasks and ideas, be less receptive to feedback and engage less in experiential learning opportunities. It is expected that individuals who display low learning agility to be slower learners, so you may expect a more moderate learning pace than others. Based on this information you can tailor the learning opportunities to better address the developmental needs of the totality of your employees according to their unique characteristics.

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