Employee Succession Planning & Development – TAIS Assessment

 Making an impact with the results of TAIS Assessment Profile Results! Using the TAIS assessment to reduce the risk employee succession planning & development failure. Let Stryder Performance and the TAIS Assessment assist you in getting it right when it comes to your employee succession planning & development program!


Success or failure in employee succession planning & development is determined by 4 factors:

  1. Skills and Abilities, knowledge of what exists today & what is needed for the future
  2. Motivation and Desire to grow, evolve, and stay the course
  3. Goodness of Fit Between Job Demands and Employee Psychological Characteristics
  4. Actually having a vision plan and an action plan to get it done both at the organizational level and the employee level!

Most employee succession programs focus on required skills and motivation, and most do a very good job evaluating these factors. However, most succession program failures cannot be traced back to skill deficits or problems with skills and/or motivation. More often than not, succession programs fail because their psychological strengths and weaknesses are not well matched to the demands of the performance environment. Often the 1 or 2 key psychological factors have not been hi-lited and then addressed in a succession program. Working on these key areas of a person’s psychological profile as well as skills development could have made all the difference!  Additionally, the highly competitive nature of today’s business environment places increased emphasis on an employee’s ability to perform effectively under pressure. How well someone holds it together under pressure is entirely a function of psychological factors. This area also needs to be addressed and a focused part of any succession program at the employee level.

What is the TAIS instrument?

The TAIS (The Attentional and Interpersonal Style) inventory is an easy-to-use, highly accurate, thirty-minute exercise that provides an in-depth assessment of an individual’s strengths and weaknesses within your business environment. TAIS was developed by Dr. Robert Nideffer, who has been honoured for being one of the 10 most influential Psychologists in this century, in part because of his work with TAIS.           

TAIS Measures “The Right Stuff”

The Attentional & Interpersonal Style (TAIS) Inventory accurately assesses the psychological components critical to effective performance. The origins of TAIS are in the world of competitive athletics, and for over 40 years, TAIS has been used to determine who has the psychological “Right Stuff” to compete at the elite level of sports, armed forces, and business. TAIS reliably measures whether or not a person can stay focused and keep their emotions under control, which are the core elements of performing well under high-pressure conditions.

Benefits of using TAIS for Employee Succession Planning & Development
With TAIS you are able to shave valuable time off getting to know a candidate. You are able to “go fast to go slow” in your analysis of what you have in a candidate. At a minimum, the assessment will add to your list of questions for a candidate in a subsequent interview or in reference verification. Often the assessment will uncover the hidden gems or potential pitfalls regarding a candidate that you would eventually recognize but only after they have been hired. A TAIS assessment allows you to script your questions to gain an understanding of the candidate that is just not available with other processes.
The Assessment Process and Outcomes

A client has an employee or employees complete the assessment exercise. The client receives an executive coaching & developmental report designed to give specific developmental needs and actionable skills improvement techniques. Additionally the report will hi-lite the employee’s strengths and overall profile attributes. The report will also include suggested developmental questions based on the TAIS assessment results. These questions are targeted questions aimed at providing the client additional insight into the employee’s self-awareness, knowledge of developmental needs and attributes and what the employee does with this knowledge. There can also be a section provided based on client needs on “how to manage” techniques and recommendations that will prove useful in the management of the specific employee in his or development activity going forward.

The client also receives a 15-to-30 minute verbal review complete with key strengths/weaknesses and suggested questions, related to warning signals identified in the assessment, to ask in a subsequent interview (this is often done via a phone call with the client).

In addition client receives an in-depth assessment report (of approximately 25 pages) on the employee (this computer generated report).

Based on the depth of activity some program invite the Stryder Performance team into the succession planning & development process as part of the developmental team. In this process the Stryder Performance team can provide assistance in the specific program development and outline, specific program outline at the employee level, and often act as the coaching & advisory contact for client and employee(s).