Executive Assessment & Organization Design
When critical leadership decisions need to be made, having accurate insight into executive talent allows organizations to make these decisions more confidently and avoid costly mistakes. Too often, companies make critical hiring, promotion and development decisions based on inadequate, incomplete and undependable information. However, Executive Assessment without an explicit link to Development is a lost opportunity to embed key leadership behaviours and produce sustainable results. Star performance in one role doesn’t always equip an individual with the ability to excel in another. And similarly, it doesn’t necessarily signal leadership potential.
Our Executive Assessment & Organisation Design approach provides accurate and objective information about key players’ strengths, weaknesses and motivations that enable organizations to make thoughtful, informed and robust leadership decisions. It relies on our PERFECTFITTM method as well as the Predictive IndexTM psychometric tool.
As executive search consultants, we have an in depth business understanding, benchmarks and sector knowledge of top talent. Specific situations, where we offer our Executive Assessment & Organisation Design services, include:
Our Executive Assessment & Organisation Design approach provides accurate and objective information about key players’ strengths, weaknesses and motivations that enable organizations to make thoughtful, informed and robust leadership decisions. It relies on our PERFECTFITTM method as well as the Predictive IndexTM psychometric tool.
As executive search consultants, we have an in depth business understanding, benchmarks and sector knowledge of top talent. Specific situations, where we offer our Executive Assessment & Organisation Design services, include:
- - Post merger integration: Following an acquisition by a private equity or an industrial merger, it is key to build the best possible Leadership teams (with potential candidates from both sides in case of a merger). We design integrated programs to assist you in building those teams by assessing individual strengths, development needs, potential and motivations from each participant.
- CEO transition: After his arrival, the new CEO has a limited time window to announce its first line organisation. We help him assess its current Leadership team – as well as high potential candidates lower in the organization and external candidates – to build the right future Leadership team, best combining the available human resources.
- Succession planning : Succession planning decisions can sometimes be complex and sensitive, particularly when there are candidates from different cultures and corporate origins. We help you selecting the appropriate – internal or external – candidate among your shortlist, identifying its strengths & development needs. After you made the selection, we help the selected candidate to move successfully into his new role.