Executive Assessment & Benchmarking

Finding an executive who looks good on paper is one thing. Identifying one who will actually thrive in the role and power your organization forward is another challenge altogether.

In today's fast-paced business world, finding the right executive isn't just difficult—it's a high-stakes decision where the wrong move can cost millions. What if you could stack the odds in your favor?

Backed by data, RRA’s proven approach to executive assessment allows you to confidently select and elevate future-ready executives who will continue to adapt to an ever-changing environment to deliver organizational performance—and a return on your investment.

A new world demands a new breed of leader

If you want to win in this dynamic operating environment, you will need a radically different approach for finding, assessing, developing, and elevating your leaders.

RRA's approach to executive assessment and development—Leadership Portrait—helps you look beyond traditional definitions of leadership success to identify and develop executives with the dynamic skills needed to navigate a fast-changing world.

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Leadership Portrait: RRA’s approach to executive assessment

Leadership Portrait helps you go beyond surface-level assessments to gain a multi-dimensional view of CEOs' and CxOs’ readiness for leadership roles—and their potential to thrive in a dynamic business environment.

Discover if a leader has the proven skills needed to navigate a fast-changing world—and the ability to unlock their full potential to deliver on the ever-higher expectations of stakeholders.

The RRA Leadership Portrait

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Case study: A 3D view of executive potential

A publicly traded industrials company needed a new CEO after the incumbent vacated the seat sooner than expected. Two potential internal successors emerged. First, the firm’s highly experienced COO, who was a well-known and respected entity within the industry. Second, the firm’s new CFO, who brought deep financial and professional services experience, but had less operational exposure and had only been at the firm for a year. The organization’s conservative culture meant it had typically chosen “low risk” leaders. Because of this, the COO was initially seen as the obvious choice for the top job.

However, when both candidates were assessed via RRA’s Leadership Portrait, we uncovered that the CFO possessed multi-faceted leadership qualities that made him the more compelling choice. We identified that his high judgment, deep self-knowledge, learning orientation, strategic thinking abilities, and authentic people skills would help him navigate the industry’s increasingly volatile commodity prices. Meanwhile, his focus on values and pragmatism made him well-matched to navigate a complex stakeholder environment that included a large leadership team, a diverse local community, and a fraught political landscape. Additionally, the client needed a leader who could engage with influential board members without an ego—our testing showed that the CFO lacked arrogance, instead focusing on his broader impact and the organization’s collective legacy.

Despite the CFO’s lack of traditional experience, RRA’s Leadership Portrait showed that he had the right combination of skills to fully realize his potential to learn, manage change, and navigate risk. The organization promoted him to the CEO role. Over the past two years, his performance as CEO contributed to the steady growth of the company's stock price, instilling confidence in his abilities.

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