Relying solely on instinct when choosing future leaders is risky. Research shows that decisions based on gut feel alone are only about as accurate as a coin toss. To strengthen leadership decisions, organizations should use structured, data-driven executive assessments.
These are suggestions on how Human Resources and leadership teams may apply assessments to identify, evaluate, and prepare future leaders.
Step 1: Build Success Profiles
Success profiles define what great leadership looks like in your organization. Aligned with business strategy and culture, they clarify the skills, traits, and mindsets required for success.
Applications of success profiles:
- Benchmark against top performers
- Assess current leadership team for gaps
- Improve role alignment and fit
Leaders well-matched to their roles are significantly more engaged and more likely to deliver long-term success.
Step 2: Assess Talent Across Four Dimensions
- Past and Current Performance
Examine both historical results and current contributions. Focus on what differentiates high performers from peers. Use:
- Supervisor evaluations
- 360° feedback assessments
- Behavioral and reference interviews
- Simulation results
Compare findings against your success profile benchmarks.
- Leadership and Development Potential
Not every strong performer is suited for leadership. Identify individuals with the motivation, values, and capacity to grow into bigger roles. Tools may include:
- Psychometric and personality assessments
- Structured interviews
- Career path analysis
- Leadership Readiness
Some individuals have potential but need development before stepping up. Simulation-based assessments can uncover readiness and pinpoint growth areas. This ensures the organization maintains a strong leadership pipeline.
- Culture and Positional Fit
Leadership success depends on alignment with organizational culture and role requirements. Use fit assessments to evaluate:
- Values and motivations
- Leadership style and behaviors
- Skills and functional expertise
- Personal and organizational goals
This is particularly important when assessing external candidates.
Key Takeaway
Before investing in leadership development, confirm you’re focusing on the right people. Data-driven assessments improve accuracy, reduce risk, and help build a sustainable pipeline of leaders who can meet both current and future organizational needs.