Talent Assessment & Coaching

We provide coaching and deliver assessment centers with professional closeness. This is a profession in its own right, one that Time To Grow Global knows inside out. Our consultants are trained psychologists and experienced organizational practitioners. As equal partners, they have broad frames of reference and deep knowledge and always get to the core of any issue.


Four types of assessment center

Selection assessment
Determining short-term fit for a specific job or role.

Potential assessment
Assessing potential future fit for a specific job or job category in the medium to long-term.

Development center
Providing advice regarding professional and personal development decisions, e.g. when setting up a coaching program or designing management development curricula.

Career assessment
Gaining insight into personal qualities, strengths, weaknesses and aspirations in order to provide advice about suitable career choices and work contexts.

Executive assessments

The goal here is to increase the quality of recruitment decisions made on an executive/board level.
Executive level participants have talents that distinguish them from others. It is often and incorrectly believed that these candidates do not require assessment.

Executive team assessments

Executive Team Assessment has proven its effectiveness for Executive Teams when tough dynamics within the team are at stake, or when optimization of the collaboration of the team as a whole is required.

Three report varieties

Time To Grow Global does not do general psychological analyses but assesses effectiveness, tangible outputs and the effects of candidate actions. Reports are written in simple language and include information that can be applied directly. Three report varieties are offered.


Efficiency and Pragmatism
In this report the actions of the participant are described point by point. Efficiency and pragmatism for both participant and client are key. Feedback is given by telephone. This variety is most suitable for staff, operational management and professionals.


Pragmatism and Quality
A short personality characterization is given, but focus is placed upon the actions of the participant. There is an optimal mix between pragmatism and quality. Feedback is given by telephone. This variety is very suitable for operational- and middle management and professionals.


Quality and Depth
In this variety, an elaborate descriptive characterization is given regarding the personality and the actions of the participant. Feedback is given in person. Quality and depth are key. This variety is most suitable for executive level, senior management and senior professionals.

Information for participants

What is an assessment?

An assessment is a technique to measure skills, attitudes and/or personality characteristics. The difference with for instance using a single test or interview, is that the assessment is characterized by the use of multiple techniques, like practical simulations. This means that at several moments in time, we look at how someone measures up to a certain job profile, defined competencies and/or other aspects. This method has, among other things, the advantage that the objectivity is increased, but also that the predictive value for a specific position grows.

Individual Coaching

Time To Grow Global’s individual coaching is result-oriented and pragmatic and focuses on creating movement and growth. We always work from precisely formulated learning points that originate in a work setting. From a foundation of respect and integrity, our coaches guide others by both supporting and challenging them. Generating a strong sense of ownership in the coachee and maximizing talents and potential are key.


A Typical Coaching


A coaching will typically consist of six sessions that will take each around 1,5 to 2 hours. Each session is separated by a few weeks up to one month. Sessions are between coach and coachee, but this set-up is changed when mutually agreed, for instance, the coach can sit in on a meeting and give feedback, or sessions between coach, coachee and their manager are arranged.



Every coaching is customized and based on the trusting relationship established between coach and coachee. If necessary, the coaching will be supported by (management) concepts, self-assessment questionnaires, exercises, role-playing, reflective instruments, homework and so on. The sessions can be complemented by coaching in the workplace which is direct and practical.

Career Coaching

The goal of career coaching is to come to a meaningful (re)understanding of the coachee’s career, internally or externally. The coaching supports employees in discovering their interests and skills and in translating these into career opportunities. Or, the coach supports the employee through a process of self-discovery to enable them to take career matters into their hands. The essential questions at the heart of this process are: Who am I? What do I want? And, what can I do?

Development Coaching

The need for development coaching can arise from individuals wanting to (better) match their job requirements. The goal here is to improve performance. In agreement with the coachee’s manager and HR, clear goals are determined to improve performance. The coachee is encouraged to, within a set time, live up to the job requirements established.

Potential Coaching

The goal of potential coaching is to tap into all of the innate talents of a coachee to fully unlock her/his potential. Coach and coachee work together to bring the potential of the coachee to the surface and to deploy their full abilities in their work.

Career Compass

The Career Compass is an affordable and compact combination of career research and coaching achieved through conversations and exercises. It’s a short but powerful coaching sequence. What’s unique about this service is that you look at your ambitions and interests as well as your skills and qualities. Taken together, these factors reveal your possible career path.


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