TMA for banks

The banking sector is on the move. It is precisely in a period of transition that it is important to know what talent you have. TMA Method can be also used to help banks give their employees ‘impetus’ not only inside but also outside the organization.

Thinking outside the box

“When a person does work that suits them better this person is just happier”, says an HRM manager who has enough experience to know what is correct. “Happy people are in their position with much more energy and vitality. This is not only in the interests of employees themselves but of the entire company. Empowering people is one of the pillars in the strategic framework.”

According to talent development consultants, employers need to increasingly look at people’s talents and the composition of teams; for ways to get talented people in the right place, suitable for employees and organizations. Those who previously worked with the TMA Method know that if you use it in an appropriate structured manner, this instrument has many possibilities and gives people a lot of benefits. You should also be aware of the fact that it should not just be used as a goal in itself, but that it has to be appropriate for an organizational issue.

The added value of the TMA Method is that the report and the subsequent interview with the management provides insight into who they are, so that they know better what they are good at and what their pitfalls are. It also ensures that managers and their direct colleagues know better when someone is in a proper position. Then you can see if you are exploiting that potential. Many tools don’t give you an opportunity to think outside the box, but everyone is unique in their own way and has talent. You have to realize that.

The managers and HR advisor of the bank were soon enthusiastic about the TMA Method and after a successful pilot, discussions were held with the rest of the employees. “The managers and HR saw the versatility of it, for example that you can use the talent and motivation assessment for the inflow of new employees, personnel planning and the personal development plan (PDP).”

A 3 is also good

The HR advisor first took TMA assessment herself before giving it to her team. She describes her experience as follows: “What I liked was that a lot of attention was paid to the explanation of the report. As a manager you are so used to looking at competencies and at TMA it is much more about underlying motives. But also: when your score is a 3 we automatically think that it is not good, whereas in this case it only means that it is a also a talent but for a low score and it might be very good in combination with a high talent. For example, I score high on confrontation. That is not always useful, but if you know it, you can act accordingly. And on the other hand, I score low on dominance, which means that I can easily confront but know how to tell in a calm way. Thanks to the insights I have received, I can now “read” my people’s reports very well. There are a thousand and one ways to interpret behavior, so you can be wrong. That doesn’t happen quickly if you look at someone’s motives. ”


The team leader can better guide colleagues because they know what suits them. The HR advisor proceeds: “I was not always able to understand one colleague and after the TMA it appeared that she had two conflicting motives: she needed structure, but also variety. This led to an intrinsic struggle for her. I immediately understood why I could not always gauge her and could then help her in a targeted manner. That meant providing structure, but not letting her do the same all day long. And I should have indicated it in advance, instead of suddenly putting her from a to b. Because the latter does not work for her. ”

“Another colleague had the perfect combination for a managerial position,” – she continues, – “He first decided to broaden his knowledge at another branch before he started looking for a managerial position, but the report did give him the final push in the right direction. He now knows he can do it. It’s nice if you can let someone flourish like that. ”

Get to know oneself better

For another consultant, the talent and motivation assessment came at exactly the right time. “I was curious about myself. Was very busy with the thoughts like: what do I want, what does my future look like? It is sometimes difficult to discover for yourself where your strengths lie and what your pitfalls are. And it is so special when you receive a report where it is described so clearly.”

“I recognized myself in the report and it gave me new insights. At that time, I wanted to move on to a consultant position and it turned out that I had the right competencies, so I succeeded. Later I concentrated more on my pitfalls. I can be quite enthusiastic, but that does not suit every customer and is therefore sometimes not such a useful feature. I started to pay attention to that during customer interviews. It is nice to get to know yourself better through such a report, but it will only be really valuable if you do something with that knowledge.”

The consultant regularly uses the reports of the employees, for example during discussions about their personal development plan and future plan. “You have to make something recurring, otherwise you lose your view of it. Young people should actually do it again in seven years, so that you can see what development they have gone through.”

“Selling” yourself

The banking sector has received quite a few blows in recent years and reorganizations can’t be delayed. Even now, people in many have been declared redundant, which means they have to look for another job. And consultants are also among those people. “I now use my TMA to make my story concrete to potential new employers and to sell myself.”

HR managers see that happening more. “In such a period of movement, people will look again at what their talents and motives are and what they can do with it.” “Activities change so much, functions are removed due to automation and a new approach requires different types of competencies and talents – that it makes sense that after a while not everyone will automatically be in their place.”

“We understand that,” – adds HR consultant – “It is good that the TMA helps our employees refocus. If there is a need for a new start, you can do it. After all, work takes so much of our life that you have to work primarily in an environment that suits you. It is important to do work where you can optimally use your talents and further develop them.

Become TMA Partner

Work with TMA by choosing your right Partnership:


As a Consultant
you guide your clients through the challenge of implementing the best Talent Management and Career Instruments.


As an Organization, you implement the most effective instruments of TMA: Talent Management, Talent Model, Competencies, Hiring and Development Assessments into your HR Cylce.


As an Independent (Career) Coach, you make a difference by using TMA Career and Development instruments, guiding your candidates in a positive way.

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