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Executive Assessment

Executive assessment is the starting point in understanding the leadership talent you have within an organisation. As Business Psychologists, we help organisations evaluate the capabilities, behaviours and character strengths of its leaders. Having the right leaders in the right roles at the right point in time is a key element of organisation effectiveness.

Our Approach to Executive Assessment

OE Cam’s executive assessments combine robust psychological profiling with an in-depth interview technique which we call our ‘ERCONIC™ method. The interview focuses on a leader’s life and career history, looking for patterns or inconsistencies to understand both personal and career motives and drivers. It’s really important to explore what the individual has been good at and not so good at, how they have developed over time, their self-awareness and conscious competence / incompetence. We cross-reference this with their psychometric report and our knowledge about the business and the role.

Insights from this process enable us to make a judgement about the accuracy of the data and predicted capability against the requirement of the role. We reveal the strengths, fit, development areas and motivations of the individual; giving you a reliable and predictive picture of their future behaviour and performance. The result is a decision on whether the individual will deliver what the business needs them to deliver.

Our assessment services broadly fall into five areas of application:

“Paolo and the team bring a high level of experience, expertise and energy to all that they do. They have a strong client focus. I always find them to be flexible when required whilst also holding firm if they believe something will not work. They deliver on time and to a high standard. Working with them is an enjoyable experience”

Maria Antoniou, Simmons & Simmons

  1. Talent Management – We support organisations in understanding existing talent. This provides the basis for maximising the effectiveness of leaders and identifying succession gaps and opportunities. This is much more than just good governance; it is about optimising your return on your investment in leaders. These assessments can be for individuals or groups of leaders.
  2. Mergers & acquisitions – Commercial acquisitions typically focus on assets, portfolios and business synergies; however, it is the people issues that are most commonly cited as the root cause of failure. “Up to 85% of M&A failures are attributable to problems in the integration of employees and the management of cultural issues in the merger or acquisition.” (Corporate Leadership Council). Our leadership due diligence has been proven to be effective at identifying leadership issues and opportunities during mergers & acquisitions. Our business psychologists provide advice on how to address the issues and maximise the opportunities so the business gains the greatest value from the deal.
  3. Disruptive Talent programmes – “The most reliable sources of unexpected growth in revenues and margins are disruptive products and business models.” HBR 2011. Our disruptive talent assessments identify individuals who will be catalysts for disruptive change. We identify how to manage those individuals and provide advise on how put teams around them to bring out the good disruption and minimise the bad disruption. This helps manage your people risks in high potential growth areas.
  4. Senior & top team development – Great individuals do not equate to great teams. Even the best combinations of individuals have to work at relationships. Our work focuses on identifying how senior teams can work in the most effective way to maximise their effectiveness. We assess and work with senior teams individually and collectively to support them in achieving their potential.
  5. Business re-structuring – New business opportunities can mean that different capabilities are required. We support organisations to determine the new requirements and design and deliver assessment processes to identify gaps between the existing capability and future requirements of the organisation. These can take the form of individual assessments or assessment centres where groups of individuals go through a series of simulated exercises on the same day.

SUMMARY

OE Cam’s assessment solutions typically include the following steps:

  • Robust psychometric assessments that are accredited with the British Psychological Society
  • ERCONIC™ in-depth interview to verify findings and reveal the strengths, fit, development areas and motivations of a candidate
  • Objective scoring to observe the behaviour of potential recruits in real situations that closely match the types of work they would be doing in the role
  • Precise reports about the individual being assessed, sharing our insights and evidence-backed judgment of a candidate’s suitability and predicted performance in the future
  • Benchmarked norms to compare candidates for similar roles across a broad range of businesses
  • Assessment Centres where several candidates are being considered for the same role, observing their interactions within teams as well as their performance across a series of relevant business simulations.

Whether you are looking at managing your leadership talent, succession planning or identifying leadership for radical change, our approach combines robust psychological methodologies with a clear business focus.

Why choose OE Cam?

Clients tell us that we bring a solid understanding of business context. We understand when the business needs an ‘all-round’ leader and when they need ‘disruptive talent’. We are particularly good at ‘calling it’ – so can tell you with absolute confidence if that individual will perform in that role. Feedback from candidates is positive too – they find the interview process rewarding, insightful and enjoyable.

 

Paolo_Moscuzza-OECam

 

To find out more, please contact Paolo Moscuzza on +44 (0)1223 269009 or email paolo.moscuzza@oecam.com

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