We live in a world of data - sometimes so much that the amount can be overwhelming. So, you don't know what to trust and when you should just go with your gut. The answer - use both!
How can I help you do that?
Why Use Assessments
From the jump, I want you to understand that you will make the development, hiring or promotion decision - not the assessment. And, not me - it's your company.
And, assessments aren't a crystal ball. But, my clients have told me that the assessment data "crystallized" their thinking - confirming (or disconfirming) what they already knew.That process is powerful for my clients (more on that below).
So, why use the assessments at all? Because when you're in the process of making a major development, hiring or promotion decision, you have other factors that are affecting your decision making.
* Development: The person you're thinking about getting a coach for has a lot of technical expertise but is plainly hard to work with and is annoying others (including being directly or indirectly disruptive). You're wondering if you need to part company with them, but are wondering if you missed something and firing the person could be a mistake. In fact, I'm typically called in these scenarios and find the "boss" did miss something that could've turned the person around (a "win-win" for the company and person). I can often detect what was missed through leadership assessments.
* Hiring: You have a position that's been open for a while. You're getting tired of looking. "Maybe this last candidate can get the job done?" but most likely you're just tired of looking (something I call "search fatigue"). Leadership assessments can both help you know the degree of fit of the person for the position as well as with the company culture. In those instances of a long search without finding the right candidate, the assessments (and the discussions I have with management) show that the position needs to be specked out differently - making it so you can search for a person that actually exists. Leadership assessments can be a very helpful and productive data set to add to your existing search process.
* Promotion: Many of my clients get stuck in a promotion decision making process because they don't have enough information to confidently promote, nor to, not promote. Leadership assessments specifically geared for these succession scenarios can identify what the individual needs to competently work at the next level, would coaching them help them fill in the gaps, or, does your company need to consider someone else (including looking outside your company).
Dr. Jim - Your Leadership Assessment Expert
Plainly, my clients me to perform leadership assessments because:
1. I have a demonstrated depth of expertise on a range of assessments. Assessments aren't that hard to purchase, but I know the assessments that will reliably give you the answers you're looking for. It's part of my training as a psychologist - knowing how to qualify what kind of leadership assessment is called for, does the assessment chosen reliably and validly provide data, and, how to interpret the assessment data for a business audience. I have expertise in all three.
2. My clients appreciate that I can make the connection for them between the results and the questions they want answered (most consultants doing assessments merely present the assessment's own report and leaves it at that). For my clients (and for me), the most interesting part of the leadership assessment process is our discussion about the results. Yes, I provide a report in plain English. But it's when my clients and I talk about our perspectives and opinions that leads to a picture of what the person under consideration is all about. And, what should be the next, concrete step (my clients appreciate that they leave our meetings with specific action items).