Developing Team Members
Evaluates your ability to identify each team member's potential, set concrete development goals with them and support their progress through a coaching stance.
An employee development test measures a manager's ability to help the people they lead grow, rather than simply getting immediate results from them. It involves noticing talents that do not put themselves forward, turning a vague wish to progress into a realistic goal, and supporting someone through a new role or a difficulty that is taking hold. This skill affects retention, the strength of the internal talent pipeline and a team's capacity to take on new demands.
The test covers key moments in a team member's working life: the annual review, a recent promotion, impatient ambition, a move to another team, a succession to plan. It is designed for managers who want to gauge their coaching approach, for HR professionals building development paths, and for recruiters assessing candidates for leadership roles.
What this test measures
- The signals used to judge a team member's potential and what they genuinely aspire to
- How a wish to progress is turned into concrete development goals that are followed up
- The balance between direct advice and questioning, depending on the person's autonomy on the topic
- The support offered when someone takes up a new role, a first assignment or a new tool
- The stance taken on a mobility request, hard-to-meet ambitions or a succession to plan
Examples of situations in the test
- 1A dependable bank adviser who, during her annual review, has no clear idea of where she wants to go next
- 2A factory operator promoted to team leader who struggles to find his footing with his former peers
- 3A high-performing hotel housekeeping manager aiming for a senior post that will stay filled for several years
- 4A credit analyst whose written files improve little despite training and repeated reviews
About this test
This test uses situational judgement tests (SJT), true/false questions and prioritisation exercises to assess your real behaviours. Each answer is weighted: there is no obvious "wrong" answer.
How to read your result
High result
A high score points to a manager who sees each team member as someone still growing, tailors support to each individual and prepares the team's future without waiting for a departure to force the issue.
Result to develop
A score to develop may indicate that people's growth tends to come second to day-to-day operations. The report pinpoints the situations where your approach could evolve and suggests actions to try out.
Roles where this skill is decisive
- Team manager
- HR development manager
- Branch manager
- Production manager
- Hotel general manager
- Senior project manager
Who is it for?
Candidates & Professionals
Assess your behavioural skills through realistic scenario-based questions. Get a detailed AI report on your strengths and development areas.
Recruiters & HR
Integrate this test into your selection process to objectively assess your candidates' soft skills.
Frequently asked questions
How is it different from a delegation test?
Delegation is about handing over a task and tracking how it is carried out. This test looks further ahead: how a manager helps someone build skills, prepare for a next step or reach a milestone in their career. An assignment can support that growth, but the core of the test is the team member's progress over time.
Do I need to be managing a team already?
Not necessarily. Each situation comes with enough context for someone aiming at a first management role to reason it through. A current manager will mostly find a mirror of their habits, and someone in transition a preview of what lies ahead. The test can be taken independently or as part of a recruitment campaign.
How can an organisation use the results?
In recruitment, the AI-generated behavioural report helps compare management candidates on a common basis and prepare targeted interview questions. The same results can also open a conversation with a manager about how they support their people and which areas to work on in a training path.
How does the test work?
You have 35 minutes to answer 20 questions drawn at random from a larger bank: workplace scenarios, true/false statements and step-ranking exercises. Answers are weighted, so no option is obviously right. You need to sign in, and the test is available in French, English and Arabic.