At Power Tynan, leadership development isn’t an initiative, it’s a mindset woven into our culture and are our team values. Over the past year, we’ve developed a repeatable, evidence-based approach to mentoring and succession planning using powerful diagnostic tools: PIQ (Positive Intelligence Quotient), TMP (Team Management Profile), saboteur profiling, change management and leadership readiness diagnostics.

Our process begins by identifying the innate thinking patterns and behaviors of emerging leaders. We start with PIQ to understand how often their mind works for or against them. For example, with mentees, we assess which saboteurs like the ‘Stickler’ or ‘Hyper-Achiever’ may undermine their performance under pressure. We use this insight not to label, but to coach. A high saboteur score isn’t a flaw; it’s a growth opportunity, often pointing to blind spots that, if addressed, can unlock leadership potential.

Next, we turn to TMP to map out preferred work styles. By understanding where someone thrives, whether in Producing, Inspecting, Developing, or Promoting we align development plans to their natural strengths while also stretching them into areas needed for leadership. Structured, practical individuals for example need different challenges than relationship-oriented, visionary types. This ensures we don’t develop leaders in a one-size-fits-all manner.

The leadership diagnostic provides a broader readiness picture, assessing traits like reliability, tenacity, and likability alongside strategic competencies. It helps identify not only who is capable of leading, but who is ready to lead. This is crucial in succession planning, where technical excellence is often mistaken for leadership readiness.

Together, these tools create clarity and direction for development plans. But tools alone don’t drive change, coaching does. That’s where structured mentoring comes in. I meet regularly with mentees to reflect, challenge assumptions, and align their efforts to strategic outcomes. We talk about what to unlearn, how to respect what’s come before, and how to step into leadership in a way that’s true to who they are and what the business needs.

This framework ensures we grow leaders who are self-aware, strategically aligned, and culturally connected. It also supports our long-term succession goals by creating a leadership pipeline rooted in more than just tenure or technical skill. We’re not just preparing the next generation to take the reins, we’re shaping how they hold them.

If this sounds like something of interest to you, we have many ways of incorporating this into your business and its emerging leaders. We can do sessions just for your business, they can join us in a community setting where we have multiple business in a room or we can do one on one coaching. Please contact us if you would like to discuss!