What does the assessment process consist of?
- Leadership questionnaires to assess key leadership characteristics, preferences, and motives, as well as potential leadership “derailers”.
- An in-depth interview to assess the individual’s experiences; leverage results from personality instruments to probe in the interview.
- A 360° survey and/or referencing to gather behavioral examples from direct reports, peers, managers, and other constituents.
However, the process is very flexible and is typically customized to meet the client’s needs.
Why are leadership questionnaires used in assessment?
There are several benefits.
- They help increase the accuracy of the assessment process.
- They validate the findings that emerge from the interview and 360° referencing. This additional evidence is important when presenting information to clients.
- They produce important information about individuals that “goes under the surface.” As an example, an initial conclusion might be that a manager is a poor listener. The diagnostics can help discern whether the problem is due to a high ego, extroversion, or low self-discipline. Identifying the underlying issue helps determine the exact target in a person’s development.
- They help us predict managers’ ability to learn and grow. This is important information when considering promotions, potential, and whether to invest in individuals’ development. This information also helps in the early identification of promising leaders who would otherwise be undetected.
- They can determine whether someone is faking the interpersonal skills they demonstrate in an interview. People can impress interviewers and distort their style.
- They are especially effective in providing an overview of people skills and EQ. This is significant because interpersonal skills and emotional intelligence issues are often the major reasons for turnover.