Finally, there is a comprehensive, systematic approach for identifying, selecting, and developing the appropriate individual for the appropriate job; for retaining people; and for ensuring that qualified individuals will be on board to meet the requirements of future business strategies.

The Levinson Institute approach to talent-pool development is grounded on the premise that roles differ from each other in four distinct ways: complexity, function, working conditions, and working relationships.  We then look at people’s capabilities through four corresponding leadership criteria: problem-solving ability, skilled knowledge, values and commitment, and maturity.  On a conceptual level, it’s as simple as that.

On an implementation level, the Levinson approach brings scientific, software-supported accuracy to the process of assessing and matching role complexity with problem-solving ability.  Specifically, it allows managers to:

• Define the complexities of each role;  

• Establish clear role accountabilities;

• Select the “right” individual for the “right” role;

• Put in place a framework to evaluate effectiveness in each role;

• Identify and close effectiveness gaps with managerial coaching;

• Put in place a framework to evaluate current and future potential;

• Identify and prepare employees to continually work at full potential  throughout their careers with skip-level managerial mentoring; and

• Model talent pipelines and optimize role selection and recruitment decisions.

Levinson’s talent-pool-development system can be used effectively by everyone—from senior executives to first-line managers.  The system is highly reliable, scientifically valid, and is supported by easy-to-administer HR systems and innovative Sonario^® software.

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