Talent Optimization
Maturity Model
This diagnostic tool measures how competent your business is at talent optimization, and it will isolate problem areas so you know where you need the most improvement.
As you work your way through, rate yourself on each aptitude by selecting the statement that best describes the current state of your organization. The lowest level (level 0) means minimal competence, while the highest level (level 3) means maximum competence.
You might find yourself struggling to choose between two statements. If a portion of the statement applies but not the rest you shouldn’t select it. Go a level down instead. Don’t get hung up on trying to get a certain minimum score—just be honest.
At its essence, the maturity model allows you to evaluate where your organization is and prioritizes areas that need improvement.
An explanation of our four maturity levels
Level 0 – Chaotic
You have no aptitude. Words that describe this level of competence are: chaotic, unstable, undisciplined, ad hoc, undocumented, and reactive.
Level 1 – Basic
You have some aptitude. You have documented, defined standards and basic processes, and you see incremental improvement. But processes aren’t systematically or repeatedly used.
Level 2 – Proficient
You have good aptitude. You set clear objectives, make effective, data-driven decisions, and use metrics to measure your competence.
Level 3 – Optimized
You have optimal aptitude—and see optimal performance marked by continuous improvement. You’re innovative, agile, and autonomous with a strong competitive advantage. You take a holistic approach and follow embedded best practices.
After you complete the maturity model and receive your results, you might be happy with your level of competence in several of the aptitudes and want to improve just a few. That’s fine—you don’t need to move through the framework linearly. Focus on your problem areas.
If it seems a bit overwhelming, recognize that not everyone needs or wants to reach level three. For many organizations, being a level two is enough. Evaluate your internal resources, and set your target level from there. It’s important that you take an honest look at your organization’s current capabilities relative to your strategy.