A few years ago, we created the EPIC Career Self-Assessment to help participants in our Elevate programme understand where they are in their development journey. But this tool has revealed more than just individual progress – it also offers powerful insight into what makes a truly high-performing team.

We often hear about the importance of building high-performing teams, yet few people can clearly define what that looks like in practice. Interestingly, the distribution of EPIC scores we see by the end of the Elevate programme closely mirrors the kind of team dynamic most organisations should be aiming for.

Participants complete the self-assessment at the start and again at the end of the programme. Based on their responses, they are mapped into one of four categories: Stars, Strong, Steady, and Stationary. The shifts we see between the two points don’t just reflect individual development – they offer a picture of what healthy progression within a team truly looks like.

At the start of Elevate, just 2% of participants identified as Stars -those considered top talent and ready for succession. By the end, that figure rose to 9%. The Strong category – made up of reliable, capable individuals who form the backbone of any team – saw the most significant increase, rising from 14% to 36%. This reflects meaningful growth in contribution and readiness for greater responsibility.

The Steady group – those who consistently deliver and keep things moving – saw a slight decline from 45% to 40%. While this might appear negative at first glance, it’s actually a positive shift. The reduction suggests that many individuals progressed into the Strong category, while others who were previously in the Stationary group have advanced into Steady. This reflects healthy upward movement and growing ambition across the board.  

Meanwhile, the Stationary group dropped from 40% to 15% – a significant and important change. While it’s both normal and healthy to have some team members in this stage (particularly those new to roles or recently promoted), a persistently high percentage can be a red flag. It may indicate a lack of support, development, or stretch opportunities. On the other hand, if no one is in this category, it could suggest you’re not onboarding fresh talent or allowing time for new joiners to find their footing.

Taken together, these shifts reflect more than just personal growth – they reveal the kind of team composition that enables long-term success. You need a small but capable group of Stars to set direction and lead the way. A strong, dependable cohort of Strong performers brings energy, stability, and succession potential. Steady contributors provide consistency and balance. And a small proportion of Stationary individuals is both expected and essential – because development is cyclical, and performance naturally ebbs and flows.

One of the clearest takeaways from this data is that if your female talent doesn’t reflect a similar profile – if you’re not seeing a small but growing group of Stars, a healthy pipeline of Strong performers, and a solid base of Steady contributors – then you may be missing significant potential within your team. It may suggest talent isn’t being developed, stretched, or supported in ways that enable progress. A shrinking Stationary group, alongside a thriving Steady core, indicates that people are increasing their contribution and preparing to take on more.

These shifts don’t happen by chance – they’re the result of deliberate focus and meaningful investment. And they demonstrate what’s possible when women are given the right tools, space, and opportunity to step up. Want to see the full breakdown of the EPIC results?

If this resonates with you, have a look at our upcoming sessions to see how we can help to unlock – and elevate – the potential in your workplaces.

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