The two main areas leadership development is used are selection and development:
Selection – internal promotions or external recruitment. In case of selection (internal or external), employees are assessed versus certain job expectations.
Development – the assessment helps identify leadership development gaps in view of a certain position or level of responsibility as well as strength on which to build. This analysis can then be used to define tailor-made individual development plans.
The process has many benefits when used in the right way.
- Objectivity – using leadership tools and involving a third party help to control biases
- Confidence in decision-making regarding promotions or candidate selection
- Benchmarking – assessing your leaders/potential leaders against industry standard
- Engagement – Leadership Assessment is a thorough process which shows commitment from the employer/future employer and is therefore usually valued highly by those invited to take part
- Development – When used correctly, leadership assessment can weave itself into leadership development plans and serve as an excellent basis for growth.
What does a leadership assessment look like?
- Personality questionnaires – the Occupational Personality Questionnaire, the Motivational Questionnaire and Hogan Development Survey
- Reasoning ability tests – covering verbal, numerical and abstract reasoning skills
- Extensive two-hour interview with candidate – the interview explores the experience and specific aspects of their personality arising from the completed questionnaires
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