Esendia’s succession tooling is data-first without being cold. The organisation chart lets us surface internal candidates using verified skills, competency levels, performance, and even career aspirations—plus manager recommendations when we want context. I can compare candidates side-by-side on match percentage, time-to-readiness, prior roles, and preferences, then drop them into a four-stage career development plan and track progress. We can still show a 9-box; but the objective, skill-verified view is what really reduces bias. Flight-risk alerts help us get ahead of uncomfortable surprises, and the org chart makes gaps obvious.
The integration of systems and tools with human support enables leaders to accelerate their development and organisations to grow leadership capability in an effective and efficient manner. In their 360 system the open-ended comment sections for each competency gave participants much richer feedback than simple scores alone. It helped them understand how their behaviours were perceived and made it easier for me, as a coach, to guide them in reflecting on their strengths and development areas. I also liked how the system displayed clear trends between self-ratings, manager ratings, peers, and team members. This visual clarity helped participants quickly spot patterns and provided a strong foundation for coaching conversations about the impact of their leadership style on different stakeholder groups.
For a small organisation, getting the team to use the platform was pretty easy as the frameworks are easy and everyone enjoys development. Linking talent conversations to career conversations got the team onboard faster. And everyone got a lot from the 360 feedback
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