English
ChineseLeadership and Succession: Executive Assessment
Our executive assessment experts utilize a range of techniques, including psychometric tests and behavioral interviews to assess leadership teams and organizational culture, in a range of critical strategic business environments. Our proprietary Culture Analyst™ offering, which offers a detailed picture of an organization’s culture—either as it is now or as dictated by the organization’s strategic plan—and the fit of individual candidates to that culture.
CEO and Executive Team Evaluation and Succession Planning
An organization with a robust succession planning process is better able to maintain its momentum when key leaders depart or retire. Intellectual capital is retained within the company, and morale and culture are strengthened.
We work with boards and senior management to optimize the succession planning process for CEOs and critical leadership positions. We review the current succession planning process for each role, to ensure that it conforms to best practices and the specific needs of the company. We are able to make specific recommendations for improvement at any stage of the planning process, and help clients implement the entire process.
Assessing “bench strength”
As with executive recruiting engagements, we help leaders define roles within their organization in light of the strategic goals of the enterprise, the competencies needed to meet those goals and the culture of the organization. We then assess internal candidates at the appropriate levels and areas of the organization who have the specified experience and competencies—to assess overall “bench strength” in light of recruitment, development and succession requirements.
External benchmarking of talent
It is important to assess executives against their peers in the industry to ensure that they represent the best possible successors, rather than merely the best at hand. Benchmarking provides an accurate gap analysis between existing competencies and those demanded by the business environment, and between internal and external talent.
Such an analysis can be particularly helpful in the context of a merger or acquisition, or the evaluation of an operating team by private equity investors.
