On Track for Growth
Evidence-Based Developmental Assessments create individualized strategies to facilitate your employees’ growth and increase their productivity.
Our Developmental Assessments begin by meeting with the immediate supervisor and other organization leaders to identify your expected needs for a specific leader. As part of this process, we identify the performance expectations, discuss the major challenges and opportunities, and invite them to complete our brief (ten minute) behavioral profile regarding the primary behavioral requirements for this position. When the results of these profiles are scored, interpreted and shared with you in aggregate form, you will have a much more complete understanding of how you need the job performed … along with added confidence that there is internal consistency with your expectations for this position. Then, we use these as objective standards for success in the position against which your current and potential leaders are compared.
Next, we develop the customized, structured behavioral interview questions to evaluate each leader against these criteria and a battery of appropriate assessment instruments is selected. Then, we conduct a personal interview and administer the leadership profiles to assess the individual relative to your unique needs and challenges for the position. We identify each person’s primary strengths, developmental opportunities, and leadership style as they compare to the position’s needs.
In the final phase, we meet with you to review our findings and recommendations and will provide you with comprehensive information about the person in a Confidential Executive Briefing. Included in this are the results of the interview and leadership profiles along with some suggestions for how you can help this person succeed. At your request, we also meet individually with this individual to review our findings and suggestions, provide a comprehensive and individualized Developmental Report that describes the person’s relative strengths and non-strengths, and include a personalized bibliography of resources (including books and audiotapes) that the person can use to establish his or her own Developmental Action Plan.
Evidence-Based Developmental Assessments Case Study
The Vice President of Human Resources of a large, fast-paced service organization wanted to learn what she could do to maximize her value and effectiveness to her current employer while positioning herself for additional career growth opportunities.
We worked with this person to help her develop specific strategies that she could use to increase her productivity and further enhance her relationship with her immediate supervisor. This was based on a discussion regarding her career aspirations, a review of her current job performance and her relationship with her supervisor, an assessment of her own personality, relative strengths, non-strengths, as well as the creation of an Individualized Developmental Action Plan and scheduled follow-up Executive Coaching sessions.
During the course of our work together, we learned that she was a perfectionist, tried to do it all by herself, preferred a fair amount of structure and that her supervisor (the CEO) lacked focus and did not provide her with sufficient direction. We helped her to learn strategies to “manage up” more effectively, delegate more to her subordinates, prioritize better, and to use her time more efficiently.
She reported that several positive changes occurred within the first three months after our collaboration. These included a more positive and productive relationship with the CEO, an increased productivity that has helped her organization to become an Employer of Choice, a new feeling of confidence in her current role, and recognition for her value and accomplishments within the organization.
Other Synergy Evidence-Based Executive Assessments
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