Resilience and Leadership Potential Assessment
Overall Objectives
The aim of this assessment is to provide organizations with a psychological profile of key managers, directors and executives, enabling a positive match between the individual assessed and the requirements of specific roles. It will identify how a candidate: is likely to deal with different levels of responsibility; their level of emotional resilience in demanding situations; their leadership potential and their developmental needs to achieve optimal performance.
A full organizational profile can be provided. This will identify the profile of successful workers within the organization – thereby creating a clear picture against which future recruitment, promotion and development decisions can be made. It will also identify how the organization may develop to broaden its culture and thereby enabling a more effective use of available resources.
Assessment Objectives
The assessment will provide an in-depth analysis of a candidate's personal profile, how their personality and skills combine in the work place – providing important information from which to consider the candidate's: present situation; future potential and needs; and a basis for choices in career direction.
The assessment provides an opportunity for the organization to:
- Identify the most suitable matches between candidates and specific roles and to identify their developmental needs. Therefore achieving improved leadership and management.
- Improve staff retention and performance, through more effective selection and development plans.
- Develop capacity to work more effectively in stressful and challenging circumstances.
- Improve organizational performance.
- Reduce recruitment and associated costs.
- Reduce poor performance, illness and stress reactions in the workplace
The assessment provides an opportunity for the candidate to:
Understand how your particular skills and attributes relate to the specific requirements of your role. To develop an enhanced picture of your likely development and aptitude for the matters under consideration. Specifically, we will:
- Identify the most suitable matches between candidates and specific roles and to identify their developmental needs. Therefore achieving improved leadership and management.
- Improve staff retention and performance, through more effective selection and development plans.
- Develop capacity to work more effectively in stressful and challenging circumstances.
- Improve organizational performance.
- Reduce recruitment and associated costs.
- Reduce poor performance, illness and stress reactions in the workplace.
We will summarize our findings in respect of the issues specific to your assessment. You are given a copy of this summary. Our assessments are confidential and the sharing of our report is agreed in advance with you and your employer.
Who is it for?
- Organizations who are appointing key leadership and management posts and/or who are evaluating their team's future development.
- Organizations that are aiming to reduce costs associated with staff turnover and difficulties in matching the right people to the right job.
- Organizations who aim to be more clear about their work culture and how that impacts on their employee's potential – the fit between organization and individual worker. Many capable managers and leaders do not succeed due to poor fit between the individual's profile and organizational culture.
- Experienced and senior managers who would like to be more clear of their unique potential and who need clarity over their career direction.
Format of Service
We design our integrated assessment process suit your organizational requirements, including all or any of the following:
- An in-depth interview considering the candidate's development through all of their life, to help us understand development patterns and what makes the individual 'tick' – how the person and your work role combine together.
- The Defence Mechanism Test (Kragh, 1955) to identify the candidate's emotional development over the years, how they have responded to difficulties and challenges in life and their underlying level of resilience in relation to stressful and threatening circumstances.
- An exercise to look at the candidate's depth of problem solving abilities, both at an operational and strategic level.
- An exercise to look at how the candidate goes about solving problems, their natural style and creative approach.
The assessment can be tailored and is typically a ½ day or full day's work. A full report will be provided once the information has been fully analyzed. The report will be given at a feedback session.
Feedback on general themes that arise out of assessments can be provided to the senior team to help consider how improvements may be made in the selection, development and performance of managers and directors.
Reference
Kragh, U. (1955) The Actual-Genetic Model of Perception-Personality: an Experimental Study with Non-Clinical and Clinical Groups. Lund, Sweden.
More information on why this assessment is important, how it works and the benefits:
To download the following documents click on the links below.
Article for the managerial sector (180Kb PDF document)
Article for human services and child welfare (170Kb PDF document)
Contact us if you are interested in this service and have any questions.