As the name Executive Assessment implies, this process is all about discovering and understanding the level of your executive skills and competencies. Such a program is probably driven by results and focuses on robust and established steps to discover a baseline for measuring your progress as a leader. Conducted during early on in the program, the executive assessment process may involve a process where you take a variety of assessments to help identify capacities, such as your personality type, your listening tendencies, your assertiveness in a group, and your critical thinking skills.
You may be asked to assume various leadership roles to help determine how you would handle certain situations, all with the intention of helping your executive coach begin to understand how you communicate, motivate, and direct others. During these exercises, skilled reviewers shall evaluate and reflect on your behavior across a spectrum of executive competencies, and so that the coaching you receive is fact based and relevant to actual behavior in a group. The objective of such assessments is to create your customized leadership development plan with actionable steps and measurable benchmarks to help you continuously evolve as a leader.
Sustaining long-term growth
How do you equip an organization with the right leadership to sustain long-term growth? Brian Reinken and Bernhard Scholl of Egon Zehnder in conversation with Dow Chemical Chairman and CEO Andrew Liveris and Korn Ferry’s Four Dimensional Executive Assessment.
The 6-ways way
Executive coaching and executive assessments may help you and your company to be even more successful. Here are the 6 ways to get there and provide a snapshot of your readiness:
- See yourself more clearly.
- See others more clearly.
- Learn new ways to respond.
- Leverage your existing strengths.
- Build more productive relationships.
- Achieve what you want.
After all: Executives are the ones who drive the development and strategic direction of an organization, manage the day to day operations, and shape organizational culture. So, it’s obvious that the selection process for your future leaders is critical. But practitioners who implement pre-employment assessments at the executive level face a big challenge: Difficulty in demonstrating their validity or ROI using typical approaches. This is due to the facts that it is often difficult to measure executive performance and leadership is complex.
There are plenty of executive assessment approaches out there and for each it may be claimed to be the one and only working well and deliver reliable results. Some of them might even provide exactly that but in the end, one is left with his/her own decision to hire/promote or not. A true entrepreneur (not manager!) might therefore not choose to delegate a such possibly supportive decision making process but just listen to his/her own guts feelings… as they have been doing so too with their often very successful enterprises and businesses. How is that?
I underwent an executive assessment with yet an other renowned Outplacement • Executive Coaching • Assessment firm in Switzerland and here are their findings:
Strengths → Autonomous and able to assume responsibility. Communicate on various hierarchy levels addressee related. Strategic, analytical, curious and enjoy learning. Approach situations in a solution-oriented and pragmatic manner. See the big picture and think outside the box.
Weaknesses → Sometimes quite details oriented and due to that often seem serious and factual. Somewhat high expectations towards people surrounding me and occasionally impatient as I like to see things done rather than just being talked about.
Looking at the three outlined motifs in my assessment above, I as …
… a clearly contoured person who in different situations shows a homogeneous picture in his behavior and is focused on solving problems might be driven by total challenge, leading people and achieving goals with others as well as security and stability.
→ Personality Traits: Combined Summary