Executive Assessment - the Challenge
We assess Executives and Senior leaders for selection, succession, due diligence and developmental purposes.
Psychological assessment at the most senior levels is politically charged. Many organisations avoid independent robust assessment of their high potentials and external candidates due to competing pressures only to pay the consequences later. It may be surprising to note that most Australian businesses use more reliable and valid assessment methods to select their Graduates than their Executive Leaders.
Wind the clock forward on a poor Executive appointment and the consequences can be significant for staff, customers, shareholders and the Executive themself. Independent standardised assessment would have significantly reduced the likelihood of a poor decision and of overlooking internal potential. To talk to a psychologist about the methods you employ please
Executive Assessment
Executive Assessment - Our Approach
Whether the assessment is for selection, succession or development purposes, the approach will include the following key elements:
1. Profiling and set-up
Requirements of a successful Leader in the target role are confirmed before selecting valid, practical assessment tools and methodologies to measure 'fit' to requirements.
2. Assessments conducted with trained, independent and experienced professionals
Candidate care is critical. Participants are supported and set-up to achieve to their potential. Assessors have some grey hairs and know what they are looking for.
3. Risk assessment and decision making
Confidentially handled data is interpreted based on objective evidence against requirements. Decisions are reached collaboratively with the client through scenario testing and forseeable risk assessment.
4. Candidate support and professional growth
We are passionate about making all our Executive Assessments positive developmental experiences for candidates. Whichever process is chosen, we will have gathered rich information which can make significant positive change to their careers and lives.
Assessment Options
Our assessments are designed for GM through to CEO levels within Australian corporate environments. All Mind Group assessments are selected based upon role requirements. We are vendor neutral, using proprietary methodologies and 3rd party tools. We select the most appropriate instruments based on client need.
1. Comprehensive Assessment
Includes:
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Reinforced Behavioural Interview (RBI)
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Personality profiling - type and preferences, leadership risks under pressure, key drivers and values
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Cognitive and EQ testing (optional)
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Comprehensive company/Board debrief and risk assessment
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Candidate feedback, coaching and risk management
2. Executive 'Flight Simulator'
A more intensive assessment process where Executives are assessed leading an Australian corporate organisation within a standardised observed environment.
Includes:
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Business Strategy Presentation, Vision Presentation, Partner Meeting, Coaching Meeting, Operational Challenges
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Standard Behavioural Interview (optional)
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Personality profiling - type and preferences, leadership risks under pressure, key drivers and values
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Cognitive and EQ testing (optional)
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Comprehensive company/Board debrief and risk assessment
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Candidate feedback, coaching and risk management
3. Executive Progress Review
For established leaders within an organisation; structured and constructive feedback from peers, reports and key stakeholders can be invaluable. Standard 360 feedback tools often miss the mark with many respondents responding cosmetically or choosing to sit on the fence for fear of political reprisals.
At Mind Group - we utilise a structured interview process to tease out and gauge the most pivotal feedback confidentially and constructively. These aims are supported by focusing the feedback within the context of a specific organisational goal. The feedback process is enhanced by coaching to accelerate agreed change.
For more information about Mind Group's assessment services, please download our service overview (below) or
