Want to Ask Better Questions? See Why Leadership Assessment unlocks more than just potential.

It’s true, you don’t make a key decision solely based on the results that a leadership assessment provides. However, gaining insight into someone’s profile, behaviors, and strengths not only fast tracks focused development opportunities – But it also opens the doors for more meaningful conversations. For example, the interview process for a key leader within your organization makes a great case in point.

(Queue flashing bulbs, quirky music, and a very well-dressed host if I do say so myself)

Welcome to the Top Talent Rating Game, where we explore the trials and triumphs of acquiring, then developing, top talent. Let’s dive into a game based on real stories, paralleling the challenges of hiring the “perfect” candidate.

Meet our three contestants, each providing you with a one pager on their background and vying for your approval:

  1. Candidate 1: This contestant has 5 years of relevant experience, although a bit job hoppy, and a dashing personality. However, they spoke very negatively about their last employer, and you can’t help but wonder if they are aware of the glaring coffee stains on the front of their shirt. 
  2. Candidate 2: This person, much more reserved than the previous candidate, has only had one role before applying for your position, but came with positive references. They answered your questions concisely but left a little more to be desired. When you asked, “Do you have any questions for me?” They responded with “How do you measure success in this role?”
  3. Candidate 3: Dreamy on paper, 15 years of experience, most of which in a leadership position, a positive reference, and speaks the lingo of the open role. This contestant does not lack confidence. Every question you ask is answered promptly, followed by a question of their own. They openly tell you that they have other irons in the fire, and are looking for the right opportunity.

Willing to Trust your Intuition? Make the Right Choice

Interviews are often like speed dating. How well can you truly get to know someone in a couple of hour-long meetings? Many companies follow similar interview processes for all roles, hoping for the best. But what if you had more insights into each candidate’s true nature, strengths, and weaknesses?

Imagine enhancing the Top Talent Rating Game (or your interview process) with detailed assessments. It would look something like this:

  1. Candidate 1
    • After completing the Caliper Assessment, the debrief provides you with insight into critical competencies needed for a specific type of role. You’re now able to see that this candidate has incredibly strong potential for relationship building but scored lower than 80% of all others when it came to emotional composure.
    • What questions would you now ask that you may have overlooked before?
  2. Candidate 2:
    • For this candidate you chose the Learning Agility Assessment, which measures the mental, people, change, results, and self-awareness aspects of leadership. You now are able to see strong traits of this person’s Mental Agility and embracing complexity, however, their results showed that they tend to overlook the importance of interacting with others.
    • What questions would you now ask that you may have overlooked before?
  3. Candidate 3:
    • When you mentioned that you’d like this candidate to complete the Hogan Leadership Forecast Series, they were resistant and rolled their eyes. How does this change your intuition about their approach? The HLFS offers insight to performance, capabilities, challenges, and core drivers. After viewing the debrief, you notice a connection between their confidence and the avoidance to elicit others’ insight when making key decisions. Results warn of opportunities when it comes to increasing self-awareness as a core leader.
    • What questions would you now ask that you may have overlooked before?

A Modern Approach to Hiring

All data aside, seeing someone’s willingness, resistance, timeliness, and composure with even just completing an assessment is a perfect introduction for how they may handle other things during their potential tenure with you. Not only do assessments provide details you would have discovered the hard way, but they also offer continuous benefits. The data from an assessment can be leveraged for ongoing development, including focused leadership programs, coaching opportunities, and fostering environments where others can succeed. Assessments are not a one-time use tool; the best organizations use them to unlock the full potential of their people and their strategies. 

Three Key Principles for Selecting and Developing Key Leaders

  1. Individual Focus: Viewing Each Assessment Uniquely
    • One of the most important aspects of leadership assessment is recognizing the individuality of each participant. Instead of comparing one person’s results to another, focus on how each individual approaches specific situations. Every leader brings a unique set of skills, experiences, and perspectives. By understanding these nuances, organizations can tailor development programs to each leader’s specific needs, fostering a more inclusive and supportive growth environment.
  2. Development Over Decision-Making
    • Leadership assessments should not be used solely as decision-making tools. Instead, they should serve as resources to help understand the development needs, strengths, and challenges of individuals within an organization. These assessments provide a clear picture of where a person might excel and where they might need additional support or training. This approach encourages a growth mindset, focusing on continuous improvement and development rather than categorizing leaders as fit or unfit for certain roles.
  3. Consistency in Process
    • A consistent and transparent process is crucial for effective leadership assessment. This involves selecting the right type of assessment that aligns with organizational goals, timing the assessments appropriately (such as during the interview process or when considering promotions), and ensuring clarity about who gets to see the results. Consistency also means having a clear plan for using the data from these assessments, such as creating personalized development plans, identifying potential mentors, or setting up targeted training sessions. By maintaining a consistent process, organizations can ensure fairness and make the most of the valuable insights gained from leadership assessment. 

Unlocking the Full Potential of Leadership Assessments

Leadership assessments are powerful tools that, when used correctly, can greatly enhance the development of leaders within an organization. By focusing on individual assessments, emphasizing development over decision-making, and maintaining a consistent process, organizations can unlock the full potential of their leaders. This not only leads to better individual performance but also drives overall organizational success.
If you are looking to implement leadership assessments, contact LAK today.