The company asked us to assess the potential of junior resources (about 40 people) with the aim of acting on the retention of those most aligned.

- Definition with top management of an ad hoc competency model for this cluster, based on potential growth roles;
- Assessment centre with medium intensity tests and motivational interview to bring out expectations and critical issues of each candidate;
- Team development coaching course dedicated to resources with better potential for future leadership;
- Inclusive in-depth training classrooms to stimulate group engagement and sharing of best practices.

- The solution was consistent with both organizational needs, in terms of succession planning, and the growth expectations of individuals.
- It ensured a high level of predictivity for development potential and enabled accurate retention strategies to be implemented.