Leadership Assessment

Leadership assessments are recommended for:

• CEO Succession Projects
• Leadership Development
• Strategy Execution

Why Companies Use Leadership Assessment

Succession Management
Assessments help build a succession pipeline to ensure vacancies are filled with minimal business disruption. Flawed assessment criteria can waste up to 85% of development resources on the wrong people.

Selection
The cost of replacing an employee can range from 100-300% of their salary, making selection decisions critically important. Assessments help you choose candidates with the strongest potential to succeed and fit your culture.

Mergers & Acquisitions
When companies integrate, they must evaluate existing leaders to select the next leadership team and fill key positions. Effective assessment leads to better decisions and improves buy-in for change initiatives.

Private Equity
When assuming ownership of a portfolio company, you need the right leaders with the right skills in place to meet your goals. Assessment can help determine if you need to hire additional leaders to realize your vision for the company.

Our Leadership Framework

Our proprietary assessment process is based on extensive research that identified the skills and characteristics that differentiate the most effective leaders.

CONNECT
A leader’s ability to
– Inspire and influence
– Foster a collaborative environment

ADAPT
A leader’s ability to:
– Reimagine strategic direction
– Propel transformation and innovation

DELIVER
A leader’s ability to:
– Generate consistent and reliable results
– Build high performing teams

A Robust Approach

We utilize a variety of tools to conduct robust assessments. Rather than relying on any one strategy, our approach provides a multi-faceted profile for succession and selection.

Leadership Assessments
Administer valid online leadership questionnaires to identify key leadership characteristics, preferences, and motives, as well as potential leadership “derailers.”

360° Feedback or Referencing
Conduct 360° survey and/or interviews from direct reports, peers, managers, and other stakeholders to gain a comprehensive picture of current behavior and performance.

In-Depth Interview
Conduct an in-depth interview with the candidate to assess their experiences and competencies. We leverage the results from the leadership assessments during the interview to explore self-awareness.

Board Referencing
We conduct rigorous, confidential referencing for board candidates, speaking with the people best placed to judge a candidate's contribution as a director. Our questions focus on independent judgment, integrity, how they work with others in the boardroom, and their commitment to the role.

Other Assessments
Depending on the context, role plays, in-basket exercises, case studies, presentations, group exercises, and situational judgment tests are used as part of the assessment.