Two practices, one discipline: evidence about your people instead of opinion. Structured 360 feedback for the team you have, validated diagnostics for the people you are about to hire.
Two of the most expensive decisions a business makes are who to promote and who to hire, and both are usually made on impressions. Someone interviews well. Someone is well liked. Someone has been here a long time. None of that predicts performance.
Meanwhile the things that would tell you what is really happening inside the team, the friction, the disengagement, the manager nobody wants to work for, never surface in a meeting. People do not raise them upward.
Both problems are solved the same way: with structured evidence, gathered properly and interpreted by people qualified to read it.
Structured multi-source feedback that surfaces what nobody says in the room, then turns it into something a leader can act on.
Feedback from managers, peers and direct reports, collected confidentially so people answer honestly.
Each leader receives a clear read on how they are actually experienced, with specific development priorities.
Patterns across the business. Where capability is thin, where friction concentrates, and what it is costing you.
Results interpreted properly and delivered in a conversation, not emailed as a PDF to work out alone.
Findings feed directly into coaching and leadership programmes, so assessment leads to action.
Repeat cycles to show whether the intervention actually moved anything.
Validated assessment for recruitment and promotion, so you hire for fit and capability rather than interview performance.
What the role genuinely requires, defined before anyone is assessed against it.
Psychometric and behavioural assessment using properly validated tools, administered by registered psychologists.
Cognitive capability, behavioural preference and cultural fit, reported against the role profile.
Interview guides built from the assessment, so the conversation tests what actually matters.
Where you want it, we run the process end to end, including shortlisting and reference work.
The assessment becomes a development plan from day one, rather than being filed and forgotten.
We understand the decision in front of you: a hire, a promotion, or a team that is not working.
What the role or the leadership standard actually requires, agreed before any assessment happens.
360 gathering or psychometric assessment, administered and scored by registered psychologists.
Findings interpreted in a conversation, with clear recommendations. Every report is Vera checked™ before release.
Development, coaching or hiring decision, then re-assessment to confirm the change held.
Anyone can produce a deck, a model, or an AI-generated report. The question your board, your lender and your customers will ask is: who checked it? At IBG the answer is always a named senior practitioner registered in the discipline the work belongs to, someone who has produced these reports professionally and knows what stands up to scrutiny and what does not.
Let us explore how we can help grow your business, upskill your team, boost sales, and hire top talent. No obligations, just a step toward unlocking your potential.