To understand a leader’s potential, there are many ways. There are targeted dimensions, leadership competencies, and corresponding assessment methods and tools. A holistic approach to assessment makes it meaningful, rather than one single assessment. An approach involving a battery of tests and multiple information sources works best.
Ability to adapt to changing business conditions and respond accordingly
Ability to view situations from multiple perspectives enables leaders to tolerate and navigate through complexity, ambiguity, conflict, and chaos
The ability to create a positive work environment based on trust, allows for the achievement of strong business results
Leaders with these personality traits tend to be successful: persuasive, competitive, dedicated to a goal, resilient, visionary
As much as what gets evaluated is important, how it is done, is too. Here are some tools we have found
effective in our work:
Cognitive ability, tacit knowledge, job knowledge, etc.
Social skills and personality, cognitive complexity, etc.
Work samples and simulations
Measure specific job skills/knowledge and more general skills, including organizational, analytical, and interpersonal skills
Incorporate a variety of assessment tools, including personality and emotional behavioral interviews, and work samples and simulations
Include psychological measures and unstructured interviews, focusing on the candidate as a whole rather than on individual abilities or traits
In all, what a leader brings to the table defines how the Organisation grows.