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| We just completed an assessment and coaching project for
one of our largest clients. The project enabled
our client to rank-order their managers for various
positions, both now and in the future based upon the mix of competencies
that each candidate had. We even provided them with a probability for
success for each manager based upon their competencies against the
requirements for higher-level positions. Each candidate
received a clear rating on each of the leadership and business competencies as well as a composite
score. The process we used for assessing candidates was a simulation interview--an interview that simulates current or higher-level positions. For each competency that a manager was to be assessed on, we constructed behavioral probe and scenario questions. Behavioral probe questions are those based upon the idea that prior behavior predicts future behavior. Scenario questions are those where you give the job candidates a hypothetical situation and ask how they would handle it. Answers in both cases reflect how competent the individual is. We have "canned" assessment questions for our own leadership and business competencies that cut across 100+ organizations. Here we have done job analyses to identify these competencies. We also create customized questions for competencies unique to a given client. Our largest undertaking thus far was to develop simulation interview questions for all of the competencies that the Office of Personnel Management (OPM) has identified to be essential for success in the Senior Executive Service (SES) and all other levels of management in the federal government. This assessment process is the state-of-the-art in assessment and it is fair and objective. It is light years ahead of the typical job interview or review of work history. We coach all internal candidates who complete the assessment process, ensuring that all get developmental feedback and a chance to improve, for their current job or a higher-level job. We use the competency assessment to determine which competencies are in most need for development. We then compile specific developmental resources for each manager. For example, if a candidate was needing development in strategy, we provide them with lists of how-to books, training courses and action items that are tightly linked to that competency. This ensures that needed development takes place, an important goal for assessment activity. We have literally a few thousand developmental resources linked to our competencies and those of others (updated throughout the year) and can compile this information for an organization's unique competencies. See our Coaching Services section for more information on coaching activity. Contact us at 480-538-1888 if you would like more information on assessment or coaching activity.
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