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What if you knew ...
Who not to appoint to a leadership position?

Of course you know them. Those employees eager to move up. But you worry, you are not sure. How pure is their ambition? How important is power, status, money...? What kind of leader will they turn out to be?

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Toxic leadership is preventable

Toxic leadership can have severe consequences for organisations, leading to various detrimental outcomes that could have been prevented if only you had the right information.

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us

Save your organisation from

Decrease in employee morale and engagement
Toxic leadership creates a negative and oppressive work environment. Employees may feel demotivated, unappreciated, and disengaged, which can impact their productivity and overall job satisfaction.

Damage to organisational culture and reputation
Toxic leadership erodes trust, respect, and ethical behavior within an organisation. Externally, a negative reputation can deter potential job applicants and affect relationships with clients and partners.

Poor team dynamics and collaboration
Toxic leaders tend to create an atmosphere of fear, competition, and distrust among team members. Consequently, projects may suffer from delays, errors, and subpar outcomes.

High turn over rates
Toxic leadership often drives talented and dedicated employees to seek employment elsewhere. The constant turnover of skilled individuals results in increased recruitment and training costs, as well as a loss of institutional knowledge and expertise.

Increased absenteeism and reduced productivity
Employees may experience higher levels of stress, anxiety, and burnout. Additionally, the overall productivity of the team can be negatively affected as employees may be less motivated to give their best effort.

Why you need the Talent RevIEW PRoFILER

Use smart data and prevent toxic leadership

N°3

People leave managers. Poor leadership remains in the top 3 for reasons of leaving

N°1

reason for a negative Glassdoor review, out there for any potential candidate to see

>25%

of well-being and performance is determined by leadership behavior

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free demo

Your talent strategy benefits from the right people insights at the right moment.

The TLQ technology and expertise delivers decision information for sustainable careers.

in the spotlight

How to appoint the right Leaders with Talent Intelligence

Features

Other challenges we can help with

Hard to spot your hidden diamonds

Potential is often confused with performance. Only 30% of high performers are also high potentials. Get past the usual suspects in potential detection.

Wrong and incomplete assumptions

Don't make assumptions about career aspirations. Make employees attentive to their pitfalls.

Lack of trust in your Talent Review

Discussions behind closed doors and undisclosed criteria undermine trust. Increase transparency by using evidence-based data.

Spend too much time on process

No more data Excel powered data collection on endless calibration meetings. Spend your time on what really matters: planning for development and follow-up.

Looking for more than HR reporting?

Start to look ahead with our Talent Review Profiler.

Potential and performance are all too often confused.
Get beyond the linear HR reporting cycle and focus on the core of talent management. Valuable decision information that creates a real impact and inspires people.

Quick explainer

0:34 min

How it works

Our happy clients

Civil servants work for a better society. That's why we support our colleagues in the federal government in taking charge of their careers and support internal mobility.
The evidence-based feedback we give them based on the TalentLogiQs solutions helps them to achieve that goal.

Brecht Beke

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Career Consultant

At Konings we like to keep our people close. We strive to know and understand them so we can move forward together. The TalentLogiQs solutions help us in this effort.

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Lieselot Cops

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Learning & development manager

To Ormit Talent, the Career Fitness Profiler is a trusted instrument since 2014. We feel that the career intelligence provided by TalentLogiQs is indispensable for in-depth career conversations with our young talents.

Yannick Van Ro

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Talent development specialist

In preparing our students for their transition into the labour market, we’ve created an intensive program toreflect upon their future careers and what is needed to sustainably build this. The career analytics provided by TalentLogiQs are essential input for ourcareer sessions. We find that the feedback in the individual reports provides our students not only with interesting insights but also pushes them towards concrete development actions.

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Lars Veerhoff

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Teacher-Researcher

At ProjectiveGroup, we aim to be an employer of choice for Financial Services consultants. That’s why we put personal & career development of our peopleare the very top of our agenda. The Talent Review Profiler supports us in this strategic effort. Based on the analytics provided by TalentLogiQs, we know exactly what topics to address in our development conversations.

Koen Ermgodts

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People Lead

The Talent Review Profiler provides not only with an evidence-based and speedy X-Ray of the talent pool, it has also provides the business with forecasting in terms of leadership, innovative and operational potential. We identify key risks like the risk of leaving and disengagement, and we give managers insight in the development opportunities and aspirations of every individual talent. This enables us to make talent decisions that both drive the business and engage talent.

Nadine Aerts

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CFO

For CM, the success of Talent Review depends both on the process and data you can trust. Crucial for CM is the conversation between manager and employee. The Talent Review Profiler fuels that conversation with the right topics in an evidence-based way.

Kris Hapers

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Head of HR Team Talent

To ensure the growth of Multipharma we like to engage in meaningful conversations with our people. The talent Review Profiler helps us to dig deep into the essential career issues, possible risks and the potential of our talents. It helps us to engage in qualitative career dialogues, identify development opportunities and search for the win win.

Vanessa Gillijns

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Talent Development Manager

At Corilus, an innovative and leading software development company for outpatient healthcare, we have embraced the Talent Review Profiler in our Talent Review Process. Analytics enable us to base decisions on performance and talent risk metrics.

Dirk Van Lerberghe

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CEO