Leadership assessment & development
Assessment that tells a leader something true and useful about themselves, paired with a development plan specific enough to act on this quarter.
Why it matters
The problem this solves.
Leadership decisions are among the highest-leverage and least evidence-based decisions most organizations make. Assessment done well changes that.
Promotion instinct is expensive when it is wrong
Selecting leaders on tenure, likability, or technical performance produces predictable failures. Validated assessment adds signal to a decision usually made on impression.
Feedback without structure does not land
Leaders receive plenty of vague feedback and very little actionable insight. A structured instrument gives them language and specificity they can actually work with.
Development needs a baseline to prove movement
Without a measured starting point, growth is a matter of opinion. Assessment creates the baseline that makes progress visible to the leader and the organization.
What the work involves
How we approach it.
Engagements are scoped to your context. These are the components we draw from, sequenced to fit the decision you are trying to make.
Competency model definition
We define what effective leadership means in your context—not a generic list, but the behaviors that matter for your strategy and stage.
Instrument selection and design
Validated assessments matched to the decision at hand, whether that is selection, succession, or development. We are explicit about what each tool can and cannot tell you.
360 and multi-rater administration
Confidential collection and analysis of peer, direct-report, and manager perspectives, handled so participants trust the process.
Individual debriefs and coaching
One-on-one sessions that translate results into a development plan with concrete practice targets and a realistic time horizon.
Aggregate bench analysis
Organization-level patterns across the leadership population—where capability is concentrated, where succession risk sits, and what to build next.
Example project
What a project could deliver.
The situation
A leadership team is preparing for succession planning but has no shared definition of leadership effectiveness and no objective read on who is ready for a larger role.
The outcome
Succession conversations move from anecdote to evidence, and every leader leaves with a specific, measurable development focus rather than general encouragement.
What you receive
- A leadership competency model tailored to the organization's strategy
- Completed validated assessments and 360 feedback for each participating leader
- Individual confidential reports with strengths, risks, and development priorities
- A one-on-one debrief and a written 90-day development plan per leader
- An aggregate bench-strength and succession-risk analysis for the executive team
- A re-assessment plan to measure movement at the twelve-month mark
This is an illustrative scope, not a fixed package. Actual deliverables are defined with you during scoping.
Other practice areas
Each service stands on its own, but they compound when combined.
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Tell us what you are trying to change. We will tell you honestly whether this is the work that gets you there.