Assessments & Insights: Executive Assessments & Succession
Do you have a clearly identified succession pipeline?
Leaders are the architects of an organisation’s destiny. Our Executive Assessments go beyond the surface, delving into competencies, motivations, and potential blind spots. They provide a comprehensive view, based on organisational leadership needs as well as industry benchmarks, helping you make informed choices for top-level roles.
Assessment & Development Centres
To make assessments scientific and holistic, we bring together three critical perspectives in all our assessments – that of the individual being assessed, of the stakeholders in the role, and of the larger organisation and its strategic priorities.
Performance
Manager’s Perspective
Current level on-the-job and objective behavioural feedback from reporting Managers.
Preference
Individual’s Perspective
Through responses to self-response personality inventory, with client’s Competencies being the basis.
Potential
Long-Term Perspective
Assessment on next-level leadership behaviours through an objective, standardised and engaging process.
The individual’s perspective is represented through personality and related assessments (Preferences), the stakeholders through manager and multi-rater assessments (Performance), and the organisation through simulation based behavioural assessments (Potential). The client’s leadership behaviours form the foundation for all the three perspectives.
Outcomes by stakeholders
Outcomes for Individuals
Outcomes for Business Managers
Outcomes for Senior Leadership
Above all, we work as one-team with our clients, to ensure that we deliver on the business goals on the project.
360 and Multirater Feedbacks
We all need people who will give us feedback. That’s how we improve.
Bill Gates
Organisations are continually looking for ways to improve performance, and satisfy demands of all stakeholders. This requires objective, fair and behavioural feedback data for all leaders. This is where multi-rater feedbacks play an important role in providing structured, in-depth information on how leaders’ performance is perceived and what they need to do differently.
BasilTree Consulting offers a versatile, competency-based 360-degree feedback tool, simplifying the process of obtaining essential data about your leaders. With its quick and easy interface, and insightful reports, this is a powerful tool, especially as a precursor for Senior Leadership Development.
The following five best practices form the foundation of BasilTree’s multi-rater process and system.
Comprehensive and transparent communication programme
Behavioural assessment and feedback
Individuals choose raters with line managers
Anonymised and categorised feedback
Support and follow up mechanisms
The Process followed
C-Suite Selection and Succession
Our Senior Leadership assessments are designed to be a positive, insightful experience for its participants. These ensure that the organisation and participants receive insights and reflection that help take informed decisions.
We work with clients to create Success Profiles for targeted roles, serving as the foundation for assessments in both selection and internal successor identification.
Participants go through one-on-one assessments with our expert Senior Consultants, enabling rich conversations and reflections. This forms the foundation for future one-on-one Coaching, offering support and a sounding board for incumbents in their current or future roles.
The assessments utilise Day-in-the-Life exercises, simulating realistic business challenges for an immersive candidate experience. This comprehensive approach evaluates candidates across various exercises and competencies.
Myths on Senior Leadership Assessments
#1: The Myth of ‘Not for Seniors’ – Assessments are for junior levels, not for senior levels.
Contrary to common belief, assessments are not just useful, but extremely important at senior levels as they infuse objectivity by measuring against established criteria, enabling selection of leaders primed for success, rather than relying entirely on personal interviews which are highly subjective.
#2: The Myth of ‘Performance is Enough’– High Performers make fantastic leaders.
The myth of ‘past performance being a predictor of future potential’ is true across levels, senior levels being no exception (click here to read more about ‘potential.’) Future potential needs to be assessed especially at senior levels, given the high stakes.
#3: The Myth of ‘Just for Selection’ – Assessments only help you choose the best person for the job.
Assessments make very powerful development tools as they uncover strengths and gaps, thereby shaping learning paths and development strategies. When well-executed, they provide a memorable experience, demonstrating the company’s commitment to nurturing leaders.
