Jordan Lee
Customer Support Manager
For HR

For Human Resources

Talent Positioning

82% confidence
Current positioning: high potential
Readiness signals
Competency signals meet or exceed level targets on four of six dimensions (Foster Inclusion, Drive Innovation, Entrepreneurial Mindset, Build Trust). The Build Trust signal (4.59 vs target 4.5) is the strongest across all rater groups.
Cross-functional peer input highlights high-stakes contributions, including managing delicate relationships, that go beyond the current role’s mandate, indicating broader capacity not yet fully leveraged.
Direct-report delegation and team empowerment signals are notably high (7 raters, low variance), and the manager reaches the top on two competencies with specific, behavioural development feedback.
Retention considerations
No explicit flight risk detected, but two indirect indicators merit monitoring:
  • The contribution–recognition gap: cross-functional impact is already broad, but may not be fully recognised at the organisational scope.
  • Operational (not people) perception gap: viewed as operational in some settings, which could create a ceiling effect without proactive elevation.
Summary: Strong high-potential profile with proven cross-functional impact. Elevate visibility, broaden scope, and formalise development to convert potential into next-level readiness.

Succession Indicators

74% confidence
Time horizon: 12–18 months
Adjacent roles
Senior Team Lead or equivalent expansion within function, or a second team lead reporting into this person. Roles with greater strategic ownership of stakeholders and cross-functional coordination are the strongest fit.
Key gaps to close
  • Lead with strategic framing in senior and cross-functional settings
  • Establish structured development cadence with documented outcomes
  • Close the solution-orientation gap in internal problem framing
  • Demonstrate discipline in executing and embedding improvement initiatives

Development Investment

80% confidence
Priority: High
Recommended investment areas
Executive presence & stakeholder influence
Lead strategically in senior forums and high-stakes cross-functional settings.
Delegation & team leadership
Build team-lead capabilities through structured delegation and feedback.
Structured development system
Institutionalise a repeatable, measurable development cadence.
Operational → strategic mindset
Strengthen solution framing and long-term impact thinking.
Insights generated from multi-rater feedback  ·  Data as of May 8, 2025 Download report