For most organisations the selection of the right people for their leadership positions is of critical importance as leaders have such a large impact on their people’s effectiveness and in turn the overall organisation’s performance and success. 

Psychometric assessments are increasingly being used to assess leaders potential and fit with an organisation and its culture.  In addition, leadership assessments have become popular for the development and succession planning of those leaders already in an organisation.

Leadership Assessments can answer questions such as:

  • How strong are their leading and influencing skills?leaders empower and influence others'
  • Are they good people motivators and developers?
  • What type of culture will they create?
  • Are they more operational or strategic?
  • Can they empower others effectively?
  • Are they going to shake things up or are they maintainers?
  • Do they have some fatal leadership flaws which will impact on their team and effectiveness as a leader?

At Niche we have extensive experience in the assessment of leaders and senior executives.  We have developed specific norms for some of our assessments for different senior positions including CEO, GM and executive manager.  We have leadership level assessments and understand the sensitivity of assessing senior people.

If you are a leader or individual aspiring to become a leader and are interested in your own personal development we have leadership development tools available to purchase online - read more.

As an example the following battery of assessments would give a comprehensive assessment of a leader’s ability, potential, preferences and motivation:

Reseach supports leaders having a major impact on people at the bottom lineResearch clearly shows leadership and good human resource management impacts positively on the bottom line.  Over a 3 or 4 year period Patterson, West, Lawthorn and Nickell (1997) found that 29% of the variation in staff productivity could be attributed to the human relations dimensions of organisational culture.  

In particular, concern for employee welfare was the single most important predictor of organisational performance and this is obviously part of leadership roles.  The researchers state that “people management is not only critical to business performance: it also far outstrips emphasis on quality, technology, competitive strategy or research and development in its influence on the bottom line” (West and Patterson, 1998).

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