Leadership Assessment.<\/h1>\n<\/div><\/div>How do you know if you\u2019re selecting the right leaders for your organisation? Most people get no training in how to assess leadership capability. And yet this is an area where mistakes can be both costly and highly disruptive.<\/p>\n
Professional leadership assessment can help you get it right.<\/p>\n<\/div>
<\/div>> Leadership Assessment for External Recruitment<\/a>
\n> Leadership Assessment for Internal Promotion<\/a>
\n> Assessment for Leadership Development<\/a>
\n> Management Due Diligence<\/a>
\n> Leaderships Assessment FAQs<\/a><\/p>\n<\/div><\/div>Talk to me today<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>![](\"https:\/\/www.carolinegourlay.co.uk\/wp-content\/uploads\/iStock-476064583-scaled.jpg\" "\\"iStock-476064583\\"")
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<\/span><\/div><\/div><\/div><\/div><\/div><\/div><\/div>Leadership Assessment for External Recruitment.<\/h2>\n<\/div><\/div>This is the most typical use of leadership assessment. Some<\/span>\u00a0of\u00a0<\/span>my clients\u00a0<\/span>come to me because they\u00a0<\/span>have\u00a0<\/span>previously\u00a0<\/span>made a catastrophic hiring error, like the mid-sized company flattered that a big hitter with a long corporate career was willing to be their MD, only to find that the organisation couldn\u2019t accommodate his ego.\u00a0<\/span>\u00a0<\/span><\/p>\nOther<\/span>s have a high stakes appointment\u00a0<\/span>they just\u00a0<\/span>have<\/span>\u00a0to\u00a0get right,\u00a0<\/span>like the retiring CEO of a charity looking for someone to take over her life\u2019s work.\u00a0<\/span>Some<\/span>\u00a0clients are just wise enough to recognise that an external, professional perspective would be helpful.\u00a0<\/span>\u00a0<\/span><\/p>\nI can support you to make better recruitment decisions by:<\/span>\u00a0<\/span><\/p>\n\n- Helping you determine what you really need in the role.<\/span>\u00a0<\/span><\/li>\n
- Devising a way for you to narrow down the field without my direct involvement<\/span>\u00a0<\/span><\/li>\n
- Assessing the final 2 or 3 candidates (or just one if that\u2019s all you\u2019ve got)<\/span>\u00a0<\/span><\/li>\n
- Weighing up the pros and cons of each candidate<\/span>\u00a0<\/span><\/li>\n
- Exploring how to get the best from your chosen candidate<\/span>\u00a0<\/span><\/li>\n
- Projecting a positive image of your organisation by treating every candidate with respect and consideration.<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
Sometimes I have a clear recommendation of which candidate to appoint (or whether to appoint if there\u2019s just one). But often it\u2019s not that clear cut. No candidate is perfect. I\u2019ve sat in many a board room talking through what it would mean to appoint candidate A vs candidate B. The final decision is always yours.<\/span>\u00a0<\/span><\/p>\n<\/div><\/div>Talk to me today about assessments for recruitment.<\/p>\n<\/div>
<\/div>Contact Me<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>Leadership Assessment for Internal Promotion.<\/h2>\n<\/div><\/div>Why would you bother to assess someone who already works for you? Surely you know them well enough by now. Well maybe, but you know them in their current role. What a professional leadership assessment will tell you is whether they are ready and able to step up a level. Let\u2019s face it, we\u2019ve all met people who were promoted beyond their level of competence because they were good at a more junior role. This is particularly important when promoting technical experts to leadership positions.<\/a> Some will be capable of making that move and some won\u2019t. It\u2019s important to know which is which.<\/p>\nThere may also be occasions when you have a mix of internal and external candidates for the same role and you need to assess them on a level playing field. Leadership assessment is an ideal way to do that.<\/p>\n<\/div>
<\/div>Talk to me today about assessments for internal promotion.<\/p>\n<\/div>
<\/div>Contact Me<\/span><\/a><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/span><\/div>![](\"https:\/\/www.carolinegourlay.co.uk\/wp-content\/uploads\/iStock-1058782840.jpg\" "\\"iStock-1058782840\\"")
<\/span><\/div><\/div><\/div><\/div><\/div>![](\"https:\/\/www.carolinegourlay.co.uk\/wp-content\/uploads\/iStock-695530896.jpg\" "\\"iStock-695530896\\"")
<\/span><\/div><\/div><\/div>Assessment for Leadership Development.<\/h2>\n<\/div><\/div>Leaders<\/span>hip assessment is not just for appointing people to jobs. It can also be useful in identifying areas where leaders and aspiring leaders need to develop further.\u00a0<\/span>I don\u2019t believe that an organisation needs identikit leaders with a common skillset. No individual will excel at all aspects of leadership. A good leadership assessment and feedback discussion can help a\u00a0<\/span>someone work out\u00a0<\/span>where their strengths lie,\u00a0<\/span>what kind of leader they aspire to be and how to focus their development.\u00a0<\/span>It often forms the basis of a development plan, perhaps as a prelude to coaching.\u00a0<\/span>\u00a0<\/span><\/p>\nA developmental assessment can\u00a0<\/span>also be a key plank in a well<\/span>-structured<\/span>\u00a0<\/span>succession planning<\/span><\/a>\u00a0<\/span>process<\/span>, identifying\u00a0<\/span>the experience, training and support an aspiring leader will need to be ready to take over.\u00a0<\/span>\u00a0<\/span><\/p>\n<\/div>
How do you know if you\u2019re selecting the right leaders for your organisation? Most people get no training in how to assess leadership capability. And yet this is an area where mistakes can be both costly and highly disruptive.<\/p>\n
Professional leadership assessment can help you get it right.<\/p>\n<\/div>
> Leadership Assessment for External Recruitment<\/a> This is the most typical use of leadership assessment. Some<\/span>\u00a0of\u00a0<\/span>my clients\u00a0<\/span>come to me because they\u00a0<\/span>have\u00a0<\/span>previously\u00a0<\/span>made a catastrophic hiring error, like the mid-sized company flattered that a big hitter with a long corporate career was willing to be their MD, only to find that the organisation couldn\u2019t accommodate his ego.\u00a0<\/span>\u00a0<\/span><\/p>\n Other<\/span>s have a high stakes appointment\u00a0<\/span>they just\u00a0<\/span>have<\/span>\u00a0to\u00a0get right,\u00a0<\/span>like the retiring CEO of a charity looking for someone to take over her life\u2019s work.\u00a0<\/span>Some<\/span>\u00a0clients are just wise enough to recognise that an external, professional perspective would be helpful.\u00a0<\/span>\u00a0<\/span><\/p>\n I can support you to make better recruitment decisions by:<\/span>\u00a0<\/span><\/p>\n Sometimes I have a clear recommendation of which candidate to appoint (or whether to appoint if there\u2019s just one). But often it\u2019s not that clear cut. No candidate is perfect. I\u2019ve sat in many a board room talking through what it would mean to appoint candidate A vs candidate B. The final decision is always yours.<\/span>\u00a0<\/span><\/p>\n<\/div> Talk to me today about assessments for recruitment.<\/p>\n<\/div> Why would you bother to assess someone who already works for you? Surely you know them well enough by now. Well maybe, but you know them in their current role. What a professional leadership assessment will tell you is whether they are ready and able to step up a level. Let\u2019s face it, we\u2019ve all met people who were promoted beyond their level of competence because they were good at a more junior role. This is particularly important when promoting technical experts to leadership positions.<\/a> Some will be capable of making that move and some won\u2019t. It\u2019s important to know which is which.<\/p>\n There may also be occasions when you have a mix of internal and external candidates for the same role and you need to assess them on a level playing field. Leadership assessment is an ideal way to do that.<\/p>\n<\/div> Talk to me today about assessments for internal promotion.<\/p>\n<\/div> Leaders<\/span>hip assessment is not just for appointing people to jobs. It can also be useful in identifying areas where leaders and aspiring leaders need to develop further.\u00a0<\/span>I don\u2019t believe that an organisation needs identikit leaders with a common skillset. No individual will excel at all aspects of leadership. A good leadership assessment and feedback discussion can help a\u00a0<\/span>someone work out\u00a0<\/span>where their strengths lie,\u00a0<\/span>what kind of leader they aspire to be and how to focus their development.\u00a0<\/span>It often forms the basis of a development plan, perhaps as a prelude to coaching.\u00a0<\/span>\u00a0<\/span><\/p>\n A developmental assessment can\u00a0<\/span>also be a key plank in a well<\/span>-structured<\/span>\u00a0<\/span>succession planning<\/span><\/a>\u00a0<\/span>process<\/span>, identifying\u00a0<\/span>the experience, training and support an aspiring leader will need to be ready to take over.\u00a0<\/span>\u00a0<\/span><\/p>\n<\/div>
\n> Leadership Assessment for Internal Promotion<\/a>
\n> Assessment for Leadership Development<\/a>
\n> Management Due Diligence<\/a>
\n> Leaderships Assessment FAQs<\/a><\/p>\n<\/div><\/span><\/div><\/span><\/div><\/div><\/div><\/div><\/div>Leadership Assessment for External Recruitment.<\/h2>\n<\/div>
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Leadership Assessment for Internal Promotion.<\/h2>\n<\/div>
<\/span><\/div><\/span><\/div><\/div><\/div><\/div><\/div><\/span><\/div><\/div><\/div>Assessment for Leadership Development.<\/h2>\n<\/div>
![](\"https:\/\/www.carolinegourlay.co.uk\/wp-content\/uploads\/iStock-825082946.jpg\" "\\"iStock-825082946\\"")
<\/span><\/div><\/div><\/div>![](\"https:\/\/www.carolinegourlay.co.uk\/wp-content\/uploads\/iStock-637869868.jpg\" "\\"iStock-637869868\\"")
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