Choosing Saville Assessment: A Clear Vision for Effective Utilization 

You considered multiple assessment tools. What led you to choose Saville Assessment?

Ishikawa: We introduced the assessment in 2020 to enhance the quality of our 1for1 meetings—our version of 1-on-1s. We wanted these sessions to go beyond routine reporting and become a space where managers and employees share values and discuss personal growth. However, we weren’t sure exactly how to integrate assessments into this process.  

We consulted with various companies, but Canning stood out for their clear and practical guidance on how to make the most of the assessment. That was the deciding factor. Today, all employees in their second and fifth year at the company take the Saville Assessment. 

Noda: I took the assessment last year, during my third year at the company. The report largely reflected my self-perception, but I was surprised to see that my self-esteem scored lower than expected. The assessment helped me view myself objectively, which was invaluable. I shared my results with my manager, Mr. Ishikawa, which helped us have more in-depth discussions during our 1for1 meetings. 

Ishikawa: Ms. Noda tends to be quite cautious and prone to overthinking. One of her development areas was to take a more proactive approach. 

Noda: Having the assessment results allowed for more concrete feedback, unlike previous 1for1 discussions. Mr. Ishikawa pointed out specific areas where I could grow and even encouraged me to take on new challenges. The discussions became more action-oriented. I realized how crucial it is for employees—especially those in the early stages of their careers—to gain objective insights into their behavior and thought patterns. 

Ishikawa: Conversations backed by objective data are more convincing and persuasive. It also helps avoid relying solely on a manager’s personal experience when giving advice. The assessment has undoubtedly become a key tool in supporting the growth of young employees. 

 Customizing the Assessment for Dai-ichi Life: Manager Seminar for Effective Utilization 

We customized the assessment report to align with your company’s “Corporate Behavioral Goals.” 

Ishikawa: Our company has a set of “Corporate Behavioral Goals” that outline the expected standards for all employees. We linked these goals to the competencies measured by the Saville Assessment. This customization helps employees understand how their behaviors and characteristics contribute to these corporate goals through clear charts and comments. The ability to tailor the assessment in such a detailed way is a testament to Canning’s flexibility and expertise. 

 (Image: Example of a Customized Report for Dai-ichi Life) 

Noda: To ensure that the assessment results were effectively utilized, we also organized seminars for managers. Without proper guidance, 1for1 meetings can sometimes become one-sided lectures from managers. To prevent this, the seminar focused on key aspects such as active listening, interpreting individual reports, and providing guidance that leads team members to their next developmental steps. Approximately 50 managers participated, and the feedback was highly positive. 

(Image: Seminar in Progress) 

We have also updated the report content based on your feedback over time. 

 Ishikawa: That’s right. Each time you proposed updates; we found them insightful and implemented them. For example, we added information on “which strengths to focus on to develop leadership skills” and “what leadership style each individual tends to exhibit.” These enhancements have made the reports even more valuable. 

Building Strong Teams by Embracing Individual Strengths 

What are your expectations for Canning moving forward? 

Ishikawa: We hope to continue receiving regular updates and insights. Since we operate within the finance and insurance industry, we tend to have an industry-specific perspective. However, Saville Assessment is a global tool, offering valuable insights into broader industry trends. This external perspective is incredibly beneficial. 

The insurance industry is traditionally seen as stable, which can sometimes lead to a workforce with a risk-averse mindset. However, in today’s rapidly evolving world, delivering the best service to customers requires embracing diversity and fostering innovation. Our leadership has also emphasized a shift from being a “life insurance company” to a “comprehensive insurance services provider.” 

 Noda: Creating a diverse and inclusive workplace is crucial. For employees to grow, they need to understand themselves while also being open to different perspectives. In this regard, the objective data provided by Saville Assessment is extremely valuable. 

Ishikawa: The key is not to fit diverse talents into a single mold, but rather to create an organization where individual strengths are maximized, and weaknesses are supported collectively. With the Saville Assessment, we can better understand each employee’s unique qualities and build stronger teams. While we can interpret the individual reports ourselves, Canning’s support in translating these insights into meaningful discussions and development strategies is invaluable. 

Noda: The number of mid-career hires is now surpassing that of new graduates, marking a transformational period for our company. As the Human Resources Development Office, our goal is to encourage employees to take ownership of their own growth rather than relying solely on managers. We look forward to Canning’s continued support in navigating these changes.