Talent Analytics: What and Why

Leadership is about others, but you can’t lead people until you can read people. The gift of understanding talent analytics means having the ability to observe and read people, and then create enhanced relationships and work success.

Learning the language of talent analytics puts you ahead of probably every other leader you know.

Talent Analytics

has evolved far beyond the days of early assessments that provided insights into people and personalities. With highly validated, multiple-science analytics, it’s now possible to select the measures that are most important to your job or business and use the data to match the right people to the job, and set and reach the right development goals. Current career position is dependent upon current skills. Career growth is dependent upon the ability to grow skills and abilities. It’s a win for everyone, the leader, the team, and the business.


Blending Complementary Skills

You can’t fully read and connect to people until you speak the language of people watching: talent, styles, and skills. Talent analytics provides clear visual data that will explain why people do different things well. It will explain why we get along well with some people and struggle with others. Understanding this language is the knowledge that can positively change everything for a leader and a team–how to perceive differences, with respect, in terms of style differences, strengths, and how to blend complementary skills.

This is an intelligent language of relationships, and the ability to make connections that are meaningful and productive. This is a skill for leaders who desire to make a positive difference in the lives of the people and organizations they serve. It is a rewarding learning that will last a lifetime.

Leaders are accustomed to using data to manage their business, but are most often not accustomed to using measurable data to manage the people side of a business. Talent management is a critical skill for a leader, and good talent management requires good data and good data visualization tools.

Style versus skill assessments

There is an important difference between style assessments and skill assessments. Our styles are inherent in who we are. Each style has strengths and liabilities. No particular style is better than any other. It’s a matter of the right fit between a person and a role, or between different people. This is our hard wiring that occurs early in life and is not subject to change, at least not without great discomfort. Skills are a snapshot in time of current capabilities. Many are subject to positive change with effective learning and development techniques. Knowing the difference is critical for effective talent management.


As a coach and consultant

I’ve worked with leaders who ask team members to develop skills according to the needs of the leader, without realizing that person is not wired for that skill. It makes change virtually impossible. It creates a constant disconnect between staff and leaders that leads to stress, disillusionment, disengagement, and too often, the departure of a valuable employee. This data can be seen in the right assessments!

You also can’t read people until you know your own styles and strengths. Leadership begins with learning the language of styles and skills, the resulting self-awareness that opens the door to self-development, then team awareness and development. The best leaders know how to align people and talent to the work, all while growing their own strengths, and the strengths of their team.


“If leadership is about people, be a student of people.” Dan Rockwell

Learning the Language of People: Talent, Styles, and Skills

The answer to these issues lies in the realm of talent analytics. The right employee in the right job is a worker who will bring the right skills to the job and be engaged, especially if they are working for an emotionally intelligent boss, in a culture of sound business and people practices (relationship intelligence). A culture of continuous and measurable performance improvement then creates a systemic solution to developing successful leaders, teams, and organizations.

The mission and goals of Talent Evolution Systems  is to put this into the hands of motivated individual leaders willing to take the responsibility for reaching a level of leadership excellence they know their organizations are not able to provide.


Talent Evolution Systems is a proud distributor of TTI Success Insights assessments and has been for over 15 years. Talent analytics certifications are listed on the About Lynn page. Our highly validated talent assessments are predictive of performance and used to uncover human potential for selection and/or development. They are validated by over 30 years of research and continuous improvement.

They comply with EEOC and OFCCP requirements and are available in 48 languages in more than 60 countries. Since 1984, TTI has worked with organizations who know people are the key to their success. Over 30 million assessments have been administered worldwide, helping over 100,000 companies improve lives and productivity!

Multiple-science assessments measure, rank, and compare to mean scores dozens of key success factors used for selection and development. The importance of each factor is determined by relevance to the job and future career goals. Together they show the roadmap of strengths to be fully utilized and areas for possible development. This is not about trying to be good at everything. It’s about being good at the right things. As a leader, we develop ourselves, and help develop our teams.

Our system also includes an online development system for dynamic goal setting, action planning, and progress tracking.


Multiple-Science data combinations

There are numerous combinations of sciences and report versions that are customized to meet the needs of any leader or business. Multiple talent sciences can be used separately or combined to measure:

  • 12 Behavioral Factors—essential for the right job fit and effective communication
  • 12 Motivational Factors—essential for long-term engagement and job fit
  • 25 Business-Related Competencies—demonstrating key strengths and challenges
  • Team Reports—demonstrating styles, strengths, differences, and communication tips, for an entire team
  • One to One Comparison Reports—demonstrating styles, strengths, differences, and communication tips, for two individuals who work together
  • 6 Dimensions of Balance (Self View and World View)—essential for critical thinking, decision making, and interpersonal interactions (essential before hiring or leadership promotions, and the foundation for leadership development coaching
  • 5 Emotional Intelligence (EQ) Factors used after hiring—essential before leadership promotions and the foundation for EQ training and coaching
  • Job Benchmark Data—An optional system for organizations to analyze the job needs, free of bias, for talent and candidate comparison and selection. Seeing the fit makes it obvious.

The data helps leaders understand themselves and team members, utilize strengths, mitigate liabilities, and create a foundation of continuous, measurable performance improvement. Team training helps team members understand themselves and each other, and how to work and communicate more effectively.

If you understand your behavioral and motivational styles, and you can read the styles of others, you are already far ahead of the skills and abilities of most leaders. Imagine a users guide on every team member.


“Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.” Jack Welch

Use of our multiple science assessments have helped organizations move their hiring success rate from an average of 20 percent to over 90 percent success! Here, at Talent Evolution Systems, our focus is helping self-motivated leaders become valued, trusted, leaders.

Check me out on the About Lynne and my Testimonials page. That will help explain how and why I can help you in your endeavor to become an exceptional leader. This is the work I have been doing for over twenty years.