An Executive Assessment is an important investment in improving the functioning of people in the highest echelons of your organization. Is your new director or senior manager able to guide the organization towards the next phase while also taking into account the interests of the various stakeholders? Do they know how to manage the challenges of the new digital age?

It is also about preventing a fundamental mismatch between the type of executive, member of the board or supervisor, and the organizational context and the ‘assignment’ for which the executive in question is lined up. These positions are characterized by a high degree of complexity and pressure. What does the specific context for the – future – leader look like in this respect? This is an important starting point for setting up Executive Assessments at LTP.

Over the past ten years, technological progress has brought about significant changes in the way executives run their businesses. This continues to evolve, particularly with the introduction of Artificial Intelligence and robotics. This inevitably also entails major changes in leadership: the incumbent executives are being asked to reinvent themselves and to be extremely changeable. These leaders often hail from the age of analogue leadership. The new generation of managers usually lacks not so much the adaptive capacity, but sometimes the psychological insight and the ‘baggage’ needed to motivate employees day in and day out, and to reflect on their own performance. These qualities are required in order to effectively engage in digital leadership.

Context analysis
Our context analysis consists of an intake interview, in which we identify the specific identity and challenges of the organization and the position in consultation with you. Context analysis is indispensable to achieve optimal returns from an executive assessment. We prefer to hold this meeting with representatives of several stakeholders such as the Executive Board or the Supervisory Board. Based on this information, a customized assessment programme is composed.

Executive Assessments are all about customization. For each assignment, we determine which qualities are crucial and which assessment approach is appropriate, in consultation with you as the client. Assessments may include:

  • an in-depth interview of 2 to 3 hours with one or two senior organizational psychologists.
  • a personality survey, including the risk of derailment under high pressure.
  • research into business intelligence.
  • research into functioning in practice (oral 360° feedback study).
  • business games and other, possibly strategic, simulations.

Valuable encounter with plenty of impact
It goes without saying that we consider the busy schedule of participants where possible when offering the assessment. During the assessment, we treat participants with due respect; our advisers are highly skilled at engaging in confrontations with utmost diplomacy. We employ senior advisers with executive, managerial or supervisory experience. Participants see the Executive Assessment as a valuable encounter with impact.

Comprehensive reporting
The assessment report contains transparent advice about the development potential or the degree of suitability of the participant for the position in question. It devotes extensive attention to the match between the candidate’s profile and the context of the organization and position. Specific points of attention and practical tips for the participant are also included.

The report also contains: personality profile, degree of adaptive capacity, description of the leadership style, dealing with pressure and risks of derailment, competence scores and strengths and development points.