Leadership assessment, sometimes known as executive assessment, has been a core advisory service for both The OPG and Ramsey Hall for over 25 years.
Whether you’re recruiting at leadership level in your organisation. Or simply developing internal leadership capability. It is just good sense to develop an objective understanding of a candidate’s potential. As well as an understanding of their past performance using a range of leadership (executive) assessment tools. Most commonly The Hogan Development Survey (HDS), OPQ32r or The Hogan Personality Inventory (HPI).
Focused on CEOs and their direct reports, The OPG works in conjunction with our Board Effectiveness consulting team. To better understand a candidate’s business focus as well as their personality. Moreover, our process identifies cultural issues and whether an individual’s leadership capability and attitudes are aligned with corporate strategy.
Our objective assessments are essential to any leadership development programme. Because they offer an unbiased and thorough understanding, not only, of a candidate’s leadership capability but also of their potential. Often we combine this form of assessment with our leading executive coaching programmes.
Our leadership assessment goes beyond psychological assessment to truly reveal an executive’s business acumen, leadership potential and motivation to succeed.
In addition to our Chartered Business Psychologists, we have Performance Management experts and ICSA trained Corporate Governance advisors as part of our team. This gives us a full 360 degree assessment and development capability.
The OPG Leadership Assessment Model
Psychometric assessment tools, such as the OPQ 32r, HPI or HDS are one of the most objective and accurate methods of assessing capability and potential in use today.
For leadership assessments, our consultants focus on three key areas that are critical for success at leadership level.
At The OPG we assess personality using Hogan and/or CEB OPQ32r tools to understand behavioural work preferences around key “bright” side personality areas. Such as influencing, sociability, empathy and analysis. As well as structure, emotion, dynamism, creativity and change.
Often it is also appropriate to assess a candidate’s emotional intelligence (EI) as well. Since effective leadership requires excellent interpersonal, self-perception, and decision making skills, combined with emotional control.
For internal candidates, we often recommend 360 feedback as part of this process. Because it measures real life data.
The Hogan Development Survey (HDS) is a unique tool, which assesses the “dark” side of a person’s personality. By which we mean the qualities that typically emerge in times of very high stress. These extreme behaviours can disrupt relationships, damage reputations, and derail success. So by assessing “dark” side personality among your employees, you can isolate behavioural triggers and mitigate performance risks before they become a problem.
There is a crucial difference between high performers, who are motivated to succeed, and individuals who are inhibitors to success. Either because of poor motivation and entrenched views or a deep-seated resistance to change. Our research can help employers understand those instances where poor performance is directly linked to attitude and behavioural qualities.
In the corporate environment many psychologists fail to recognise the need for effective leadership assessment to be strategically business-focussed. Workplace simulation tools re-enact potential real life scenarios. Allowing observations to be made about an individual’s decision-making and leadership capabilities.
Typically, these assessments will include case studies with presentations, group exercises and online situational judgement tests (SJTs). The OPG has access to a wide variety of ‘off the shelf’ tools. But is also an accomplished developer of bespoke exercises and assessments with high face validity.
Depth semi-structured interviews focus on how a candidate has reached the level they work at. In order to fully understand their strengths and clarify where future development needs to be focussed. These interview-based assessments are designed around psychometric test data and business simulation tools.
At leadership and executive assessment level having a hypothetical, or judgement-based view of a candidate’s capability and potential is simply not sufficient. At The OPG we regard ‘high stakes’ assessments with the seriousness they warrant. And are explicitly data-driven and objective when it comes to analysing the results of our psychometric tests.
Basing decisions on staff capability and potential purely on gut instinct, or anything other than data capture, is a high-risk approach to workplace hiring. And one we simply do not recommend if you’re looking to attract the best talent to your business.