AI-powered McQuaig Maven helps managers reduce bias and have clearer, more effective development conversations.
Bias does not stop at hiring.
For many organizations, bias quietly shapes development decisions, who receives stretch opportunities, how feedback is delivered, and which leadership traits are recognized or overlooked. Even experienced managers can fall back on familiar language or personal preference when coaching their teams.
For senior HR leaders, the question is clear: how do we bring the same rigour to development that we apply to selection? Thoughtfully applied AI can help.
Most organizations use structured assessments to strengthen hiring decisions. Far fewer apply that same discipline to development and succession conversations.
Managers are often expected to interpret behavioral reports independently. Without guidance, interpretation becomes subjective. Leaders may favour styles similar to their own, rely on broad labels rather than behaviour-based language, or avoid difficult conversations because they lack confidence in the data.
The capability gap is well documented. According to Gallup’s State of the Global Workplace 2025, managers account for around 70% of the variance in team engagement, yet fewer than half globally receive formal management training.
Engagement remains fragile. Gallup reports that global employee engagement sits at just 21%, signalling persistent challenges in motivation and development quality.
Deloitte’s 2024 Global Human Capital Trends research, highlights the need to prioritize human performance and human sustainability while closing the gap between knowing what matters and doing enough to act on it. And, to do it consistently.
Bias in development rarely appears dramatic. More often, it shows up as inconsistency: one employee receives clear, actionable guidance rooted in observable behaviour, while another receives vague feedback shaped by perception rather than evidence.
Read more: Is bias dominating your decisions?
For over 50 years, McQuaig has studied workplace behaviour. Our assessments describe behavioral tendencies in context, not as good or bad traits, but as patterns that influence communication, decision-making and leadership style.
Insight alone does not create fair development.
Managers need support translating assessment data into confident, constructive conversations. They need objective language and structure that reinforce consistency.
McQuaig Maven bridges that gap.
McQuaig Maven is an AI-powered management coach grounded in McQuaig’s behavioral science. Its purpose is not to replace managerial judgment, but to strengthen it.
Maven helps managers:
Instead of leaving managers to interpret charts alone, Maven explains the “why” behind behavioral patterns and guides the “how” of development planning.
This reduces guesswork, builds coaching confidence and improves conversation quality over time.
Bias frequently enters through language.
McKinsey’s Women in the Workplace 2025 report shows that women are significantly more likely to receive vague or personality-based feedback rather than specific, actionable guidance tied to outcomes — limiting clarity around advancement.
When feedback lacks specificity, growth stalls.
McQuaig Maven helps managers shift from labels to observable behaviour. Rather than describing someone as “too quiet,” a manager might explore how the individual processes information, where analytical depth is a strength, and how to increase visibility in ways aligned to their natural style.
Grounding feedback in validated behavioural data reduces reliance on stereotypes or personal preference. Accountability becomes clearer and more constructive.
For HR leaders, consistency is critical.
When development conversations vary widely, bias can become embedded in process. Succession decisions become harder to defend, and diverse leadership styles may be overlooked because they do not match dominant norms.
Because Maven is grounded in McQuaig’s validated science, it reinforces shared language and standards across teams. Managers apply the same behavioural framework, helping organizations recognise diverse strengths and make succession decisions with greater objectivity.
AI becomes a partner in reinforcing fair process, not a replacement for human judgment.
Read more: Are you balancing tech and human insight effectively?
Reducing bias in development requires more than awareness training. It requires tools that support managers in the moment of action.
By combining behavioural science with AI-powered guidance, McQuaig Maven helps managers interpret data with clarity, use inclusive, strengths-based language and approach coaching conversations with structure and confidence.
For senior HR professionals, this provides a scalable way to elevate coaching quality without adding administrative burden.
Development decisions shape careers. When supported by structured insight and consistent language, organizations move closer to fairer, more effective talent processes.
Interested in learning more about using technology in hiring? Then join our upcoming webinar on AI in HR this February 26th. Click below to learn more!
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