Back On Track
Evidence-Based Rerailment Assessments help struggling organizational leaders get back on track and maximize their productivity.
Like most of our other assessments, our Rerailment Assessments begin with an analysis of your particular needs and performance expectations. In interviews with some of the position’s primary constituents (who typically include the immediate supervisor, peers, and some direct reports), we identify the positive outcomes that need to be achieved and identify the primary challenges associated with the current position.
Some of these same team members also will be invited to fill out our brief (ten minute) behavioral profile on the primary behavioral requirements of the position. When these results 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. Then, all of these performance and behavioral expectations for the position are shared with the primary stakeholders and serve as an objective standard against which the current team member will be compared.
Our clients will tell you that the primary benefits of these services are that they help to ensure internal consistency with your expectations, and help you avoid accidentally “setting people up” for conflicting expectations and possible failure in the position.
Next, a customized and structured behavioral interview is developed and a battery of appropriate assessment instruments is selected. Then, we will conduct a personal interview and administer leadership profiles to assess the individual relative to your unique needs and challenges for the position. We will identify that person’s primary strengths, weaknesses, and leadership style.
In the next phase, we provide you with a comprehensive analysis of the results in an Executive Briefing. Included in this briefing are the results of the interview, leadership profiles, and practical suggestions for how to address the primary performance issues and to manage, motivate and retain the employee most effectively. Many of our clients also request that we meet with the individual to review our findings.
The incumbent receives a separate Developmental Report that summarizes the results in a positive and constructive manner, offers practical suggestions about how to satisfy the position’s performance expectations, and provides an individualized bibliography of resource materials (e.g. books, audiotapes, and an Individualized Developmental Action Plan) that the person can utilize to improve his or her effectiveness.
Evidence-Based Rerailment Assessments Case Study
A newly-appointed department head of 120 employees encountered difficulties in her new position. Although she had been extremely effective as a technical expert and solo performer, her immediate supervisor and subordinates reported that she was now demonstrating difficulties in how she managed others and in her organizational and communication skills.
After speaking with her supervisor to learn more about her performance expectations and reported difficulties, a Developmental Assessment was conducted. This found that she was not likely to be attentive to key details, tended to be overly trusting of others, needed to be more deliberate and cautious in how she approached situations, was overly concerned about being liked and would be sensitive to criticism, and had difficulty approaching others to discuss their shortcomings and areas in need of improvement.
The results of this assessment were shared with her immediate supervisor along with some recommendations that could be used to manage her more effectively and improve her performance. Then, we met with the department head to review our findings, solicit her input, and to offer her some individualized strategies that she could use to improve her performance. While reviewing the results with her, she acknowledged that she needed help in these areas and was pleased to receive the individualized recommendations and bibliography that helped her to prepare her own written Developmental Action Plan.
After implementing this plan, she demonstrated significant improvements in the areas of concern, and has sustained the growth with periodic coaching and follow-up. Her supervisor has commented on her significant growth in previous areas of concern, recommended that she receive an increase in compensation, and she is regarded as a valued member of the management team.
Other Synergy Evidence-Based Executive Assessments
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