A Missing Link Between Talent Data and Business PerFORMANCe

Large organizations already invest in:

Assessments and talent profiles.
Performance management and workforce analytics.
Leadership development and coaching.
Recruiting and HCM technology.

But these systems leave 3 unanswered questions

1) What distinguishes exceptional performers in this particular job?

2) How do we measure the causes of their superior performance?

3) How can we apply insights on those talent differences?

Talent Engineering Technology® has answers

It uses 30+ years of research on high performers and advanced talent analytics to connect job-specific performance standards with precise measurement, and practical decisions.

3-Step Process that Turns Talent Research into Performance

1) Set High-Achievable STANDARDS

Average is not a worthy standard to carry your organization into a more successful future. So if you hire average people because they are available and develop them in cookie cutter programs you can afford, then all you accomplish is a slower rate of deterioration. High-Achievable is the right standard for people and their performance in successful organizations. We define 'high achievable' as what high performers consistently produce

2) MEASURE performance results and talent causes

Most managers rely on their intuition and feelings. to assess people. So it is no wonder their appraisals do not and cannot ever work as intended. In contrast, If you can measure people and their performance with objective, relevant numbers tied to high-achievable standards then you can manage.

3) Matrix of alternative SOLUTIONS for talent gaps

If you try to solve 'people problems' before you objectively measure them on clear standards, then you are guessing not managing. The right alternative is to measure people on high-achievable standards and then prioritize the best solutions to close the gap that the measure identified.

Established Portfolio of Talent Standards-Measures-Solutions

Science-driven predictive ability
Proprietary research from 30+ years
Automation algorithms to keep it simple
Success Profiles for any job
Development tools for leadership
Proprietary Assessment Tools Inventory
Hiring system ensures compatibility
Talent Analytics are state-of-the-art
7-Step Coaching system
Training curriculum- Learning Matrix
Customization for every product

Technology Certifications

We certify client users to be self-reliant in all of our technologies and have a diverse array of alternative tools to apply across diverse talent applications

Ongoing Technical Support

After certification client users are well equipped to operate our tools independently; however they do bring us some challenging questions. We welcome them

Licensing opportunity

The end-game for us is not making more money...it is helping people succeed - so we are delighted to turn over our technology to client license owners

Developed through Applied Research. Tested in Enterprise Environments

A client CFO reported that our Success Profile added $14M in annual sales revenue to their business.

> After using it our 'Success Profile' to improve hiring quality it was successfully applied to coach the population of existing sales pros

> It improved existing sales resp's performance by explaining how high performers excelled and provided a 'working model' of success

$Millions saved from lower turnover and hiring cost
3.2× difference in productivity

Shorter time for new hires to be productive
Reduced need for supervision

We are Research Scientists not Assessment Vendors

Chart showing 5 levels of measurement from traits to behavior.

SCIENCE-BASED DIFFERENTIATOR

Science-based technology precisely identifies what distinguishes top performers, measures job-specific compatibility, and turns objective performance data into actionable business decisions.

Traditional talent assessment methods try to predict performance based on correlations, which merely associate a characteristic with capability. In contrast, Talent Engineering Technology® utilizes advanced analytic tools to provide a more accurate prediction through a detailed analysis of 5 root causes of performance variance. The result of this improved talent management strategy includes enhanced job-person compatibility, boosted productivity, lower turnover and greater employee success.

Our secret? Knowing root causes of performance

Super-Stars at work Must Too Often Sacrifice for it at Home

Burnt-out employee trying to cover for poor perfomers

Over-relying on top performers' to get things done right is 'Managing on the Edge of Failure'

About 20% of employee in any job are true 'high performers' who generate most of the productive outputs. As a result they burn out trying to cover for average and poor performers

Why Do Organizations Rely on So Few to Do So Much

Hiring and development processes in most organizations are geared to hire and develop 'average' performers because they don't have an accurate/complete picture of what distinguishes the high performers in each job or how to measure them.

Talent Engineering Technology® was specifically designed, developed, tested, and refined to predict success, so it corrects the fatal flaws in selection and development processes.

Our Solution: assess talent on high achievable standards using measures that accurately predict high productivity.

A bell curve with high-performance standards and rejection of below-average performance.

Productivity RISK: failing to hire-develop-retain high performers

To compete with leading organizations you need high-performing employees to take you there. Our research demonstrated that you can create more high performers by 1) hiring them. 2) training them or 3) sharing a model of success based on what distinguishes their high performing peers

Research shows Top Performers produce 4-8 times more value

Value Curve – Research Evidence

Schmidt & Hunter's research shows top performers (in the 84th percentile) far outproduce average workers by 19% in unskilled roles, 32% in skilled roles, and 48% in professional and managerial roles
O'Boyle & Aguinis (2012) found 20% of employees generate 80% of the value an organization creates.
High performers are 400% more productive than average across studies. In high‑complexity jobs (e.g., managers, software developers), the gap reaches 800%. McKinsey “Attracting and Retaining the Right Talent” (Nov. 24, 2017)

Diagram of moving the performance curve by continuously improving work-people-environment interactions.

Value Gap Reported in Dollars

The value gap between high and average performers is large at all job levels but increases as jobs become more complex.

What the talent gap means in dollars

In $40,000 positions, a poor performers contributes $32,000 less per year than a top performer. A top performer in that same role adds $16,000 more per year than an average employee in the job — roughly 40% above the role's base value, significantly boosting productivity.

At a $65,000 average salary, 500 top performers would add $13M in value per year over an average-performing workforce, highlighting the importance of effective talent management.

Talent Engineering catalog is like a toolkit

Talent Engineering Technology® comes with do-it-yourself Toolkit

3 STEP PROCESS

STANDARDS — Define high performance
MEASURES — Objectively measure people
SOLUTIONS — Offer targeted development

6 application tools are included with a technology users' license to help you Hire, Develop, Engage, Coach and Retain top performers.

Candidate Guide attracts exceptional people through insightful talent research.
Hiring Guide selects top performers using data-driven methodologies.
Development Guide focuses on identifying and addressing talent gaps.
Coaching Guide shows the path to excellence, ensuring continuous growth.
Self Management Guide provides a job-specific model for individual accountability.
Culture Guide edits habits and expectations to foster a high-performance environment.

Acquire the Technology. Scale the Performance Advantage with ready-to-use assets that do not have to be sold because employees ask for them.

Talent Engineering Technology® is a proprietary, science-based system for identifying what distinguishes high performers, measuring job-specific talent, predicting performance, and translating insights into targeted development.

Developed over decades of applied research and enterprise use, the TET combines proprietary analytical methods, assessment tools, Success Profiles, learning solutions, and implementation resources.

We are seeking a strategic buyer to acquire the entire Talent Engineering Technology business and its associated intellectual property and assets. The opportunity is to integrate and commercialize this established technology through an organization with the reach, infrastructure, and customer base to scale it.

Interested in licensing, partnering, or acquiring the method? Contact Jeffrey Lyons (972) 658-6873

Discuss a Strategic Acquisition

Schedule a confidential introductory discussion with the owner by contacting me

Science-based Technology

Differentiated by high achievable standards, objective measures and precise Solutions

Contractor Badges = Trust

5 top corporations relied on our technology for so long they issued us contractor badges