Clarity that drives better leadership decisions.
Most organizations have data. Few have clear insight into what matters most.
TalentWise insight solutions surface leadership, culture, and talent priorities — so you can focus where it drives the greatest impact.
Clarity that drives better leadership decisions.
Most organizations have data. Few have clear insight into what matters most.
TalentWise insight solutions surface leadership, culture, and talent priorities — so you can focus where it drives the greatest impact.
Most assessments tell you everything and nothing.
Generic instruments. Today-only feedback. Individual data that never rolls up. Three reasons leadership diagnostics rarely change what happens next.
Reason 01
Not built for your level
Most assessments use the same questions whether someone is a first-time manager or a CEO. The result: feedback that doesn’t speak to the leader you actually are.
Reason 02
Today only, never next
Traditional tools grade present performance, but rarely speak to readiness for what’s next. Development decisions deserve both views.
Reason 03
Disconnected from the pipeline
Individual data doesn’t roll up into organizational insight. Companies end up rich in feedback on individuals but blind to bench strength.
Built on The LeaderCode™.
Every LeaderLens assessment measures the same three things — what a leader brings, what people experience from them, and whether both are happening at the level the work actually requires.
WHAT MUST I BRING?
Leadership Foundation
Know your role, lead yourself, work with others — the credibility and trust leadership stands on.
WHAT DO PEOPLE EXPERIENCE?
Six Leadership Behaviors of Success™
Purpose, Direction, Capability, Accountability, Engagement, Results.
AT WHAT LEVEL?
Leadership Ladder
Lead Individuals, Lead Leaders, Lead the Enterprise — set by the work and scope of responsibility, not the job title.
This is why the same instrument reads differently for a first-time manager and a division president. The items change with the level of the work.
Performance today — and growth over time.
Foundations
ABOUT FOUR WEEKS
A clear, scalable view of how a leader is performing in their current role.
Measures the Leadership Foundation a leader brings and the Six Leadership Behaviors of Success™ people experience, calibrated to their level on the Leadership Ladder.
Best for baseline assessments, leadership programs, and broad leadership populations.
Includes report · 1-hour coach debrief · LeaderLens Checkpoint™ — goal tools, action support, and a 120-day feedback check-in
Signature
ABOUT FOUR WEEKS
A dual-lens assessment measuring current performance and emerging next-level behaviors.
The same Foundation and six behaviors, evaluated at two rungs of the Leadership Ladder — the leader’s current level, and the one above it.
Best for high-potential development, succession planning, and executive growth.
Includes report · 1-hour coach debrief · LeaderLens Checkpoint™ — goal tools, action support, and a 120-day feedback check-in
TWO TO THREE WEEKS
A quick snapshot of current performance, calibrated to the leader’s level.
Manager-and-self, drawn from the same Foundation and six behaviors, with items set by the level of the work. One more data point when deciding where to focus — at any level.
Best for fast orientation before a development program, or before committing to a full 360.
Includes report · 30-minute coach debrief
AT 120 DAYS
A follow-up assessment built to reinforce development and track what progress has been made at the 120-day mark.
Also available standalone, for leaders assessed before Checkpoint became standard.
Included with every LeaderLens 360™ engagement
Assessment improves the probability of a better leadership decision. It cannot guarantee an outcome or replace judgment.
From launch to feedback in about four weeks.
Useful assessment produces a development decision, not merely a score.
Scope and select
We match the instrument to the leader, the level, and the purpose — Foundations, Signature, or 180.
Identify raters
The participant and their manager select raters together, using guidance on who to include and how many each category needs.
Launch
System invitations go out. The participant follows with a personal note to each rater explaining why the feedback matters and why that person was chosen.
Collect feedback
Raters complete the assessment. We track completion and flag gaps while there’s still time to close them.
Report
The participant receives a report built to cut through the noise — where they’re performing well, and where the real opportunities are.
Coach debrief
Coaching is included: one hour for a 360, 30 minutes for a 180. Delivered by TalentWise, or by your own certified people.
Focus and follow through
Using Checkpoint, the participant selects specific behaviors to work on. The tool provides targeted development options and structured follow-up, with a check-in at 120 days.
Most assessments stop at 05
Steps 05 through 07 are what turn a report into a development decision — and they are standard here, not an add-on.
A 360 fails quietly, and it fails in the first 72 hours.
Report quality is decided by who responds and how thoughtfully — not by the instrument. Most 360s suppress a rater category below a minimum threshold to protect confidentiality, so four peers invited and two responding doesn’t produce a weak peer score. It produces no peer view at all, in a report your organization paid for.
Response quality matters as much as response count. Ratings tell a leader what. Comments tell them why, and the why is what changes behavior in the debrief.
There’s a third failure that’s harder to see. If a participant reads their report and thinks this is just the people who like me, they discount all of it, and the debrief becomes a negotiation about the data instead of a conversation about development.
All three are decided by communication before and during the collection window. So we don’t leave that part to chance.
Rater selection guidance — a defensible mix, minimum counts per category, and what to do if a category falls short
A template for the participant’s personal note
A nudge cadence with pre-written follow-ups and a named owner
A sponsor communication that lands before the system invitation
A defined collection window with a firm close date
A live completion view, so gaps get closed while there’s still time
See what a LeaderLens™ report actually looks like.
A real example of our LeaderLens 360™ Signature offering — current and next-level readiness for how you show up as a leader and each of the six success behaviors, with development priorities and recommended actions.
Deliver LeaderLens yourself.
Certification is a live virtual session in two parts. Between them, you prepare a debrief from a sample report; in the second, you deliver it to a certification coach and get coached on framing, handling defensiveness, and connecting findings to development. Prior experience delivering feedback and coaching is required — we’re not teaching you to coach, we’re teaching you our instrument.
Certified practitioner
For HR and L&D professionals delivering inside their own organization. Perpetual license, no recertification, and instrument-only pricing on every assessment from then on.
Licensed partner
For coaches, advisors, and consultancies delivering to their own clients. Adds resale rights, account setup, and partner pricing.
Questions we get asked
Beyond LeaderLens.
Additional solutions that deepen visibility across culture, talent, and organizational risk.
EngagementLens™
A clearer view of culture, engagement, and the employee experience.
Reveals clarity on engagement, alignment, friction points, and the lived employee experience — with a baseline for measuring progress.
SuccessionLens™
Greater visibility into readiness, bench strength, and leadership risk.
Creates a strategic view of pipeline strength, role readiness, and succession vulnerabilities aligned to your leadership model.
Custom Insight Solutions
Diagnostics tailored to your business, strategy, and leadership model.
Custom 360 tools, team diagnostics, role profiles, listening assessments, and integrated reporting — designed around your context.
Ours shows you what's next.
Whether you're an individual leader, an organization, or a partner — let's design an insight engagement that actually changes what happens next.
A 30-minute conversation about what you’re facing, what you need, and whether TalentWise is the right fit.