LinXsus® Pro Talent Management Platform™ Features

Professional Qualifications Data Base Management (BASEdna^®) The Business Attributes, Skills, and Experiences Analysis (BASEdna^®) is a unique and comprehensive resource to help organizations calibrate and catalog their current inventory of leadership qualifications.

Succession Profile (Leadership Readiness Analysis) The Readiness Analysis is designed for management to analyze the "readiness levels" of their employees, in terms of how many years out they are for each particular executive position. This can be used to build an adequate supply of succession candidates for each executive position, aiding in succession planning.

Personal Leadership Assessments (ERA, ILP, HR, etc.) All individual assessments are self-initiated and provide employees with an opportunity to work on their development, by assessing their different skills, experiences, and attributes. Every assessment offers tailored reports which provide more insight into their analysis.

Personal Development Tools (XPL) In relation to the 11 principles presented in Dr. Curtis J. Crawford's book, Corporate Rise: The X Principles of Extreme Personal Leadership, the XPL offers the employee an opportunity to assess their leadership and stakeholder support. Once completed, they will be provided with development recommendations and may invite their peers or colleagues to provide feedback regarding their results.

As an organization, at least 3-5% of your total employee base should be identified high-potential/high-aspiration employees

75-125 high-potential employees

1-in-7 identified high-performing employees are actual high-potential employees

11-18 actual high-potential employees

Each executive officer should have about ‘15’ internal/external succession candidates in their pipeline

XCEO’s LinXsus® Pro Talent Management Platform™ Readiness Analysis is designed for management to analyze the "readiness levels" of their employees, in terms of how many years out they are for each particular executive position

55% of high-potential employees will drop out of the succession pipeline within 5 years