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Directions for Executive Coaching

Executive Assessment

The essential first step in any individual, team, organizational and inter-organizational development effort is good diagnosis of the situation. There is no substitute for data-tangible diagnostic data that leads to insight, direction, focused action, and measurable improvement.

Our Perspective on Executive Assessment

comprehensive & multi-faceted use  |   Open & integrated platform

Assessments of performance and potential constitute the core of talent management processes. At Third Opinion Partners, we have identified five situations where Executive Assessment can further elevate your talent management practices:

  1. Recruitment process in selecting the correct internal or external candidate to join the organization as senior executives or as board members

  2. Succession planning in identifying the talent pool for development and growth

  3. High-performance teams development opportunities for multi-dimensional fit of members

  4. Mergers or acquisitions to sort through capabilities of combined leadership teams

  5. Board composition for the appropriate rigour in dynamics within the board.

Assessments are more than a set of psychometric tools and feedback instruments dispensed to benchmark and calibrate individuals or organizations. We believe in using a range of tools to support the leadership development work. Leaders would be provided with a set of diagnostics so that they can use to develop strategies and interventions to become better leaders and build more effective organizations.

Our approach to Executive Assessment can be described in 4 discrete steps:

  1. Pre-assessment activities: interviews with board members, key functional or business leaders in the organization to identify characteristics of the future leader

  2. Design collection of assessment data: combination of assessment tools, behavioural event or competency-based interviews, and interviews with senior leaders or board Nomination Committee

  3. Reporting assessment results: indication of strengths, developmental plan and talent mapping, where appropriate

  4. Post-assessment activities: refresh of assessments and check in on progress of the executive.

We practice a holistic methodology in assessing organization, person, culture and role ”fit” using Third Opinion Partners Assessment Framework.

Leveraging Third Opinion Partners' open and integrated platform, clients may choose from a comprehensive and multi-faceted range of leadership assessment tools.

We have augmented the use of a range of assessment tools, including Hogan personality assessments, Myers Briggs Type Indicator (MBTI), Emotional Readiness Index (ERI), CliftonStrengths (formerly Clifton StrengthsFinder), etc.

Executive assessment framework

Assessment  Tools

The Myers–Briggs Type Indicator is an introspective self-report questionnaire indicating differing psychological preferences in how people perceive the world and make decisions. According to the Myers-Briggs Company, publisher of the MBTI instrument, more than 2 million people complete MBTI Questionnaires annually in the US alone, making it the most widely used and reliable personality assessment in the world. Over 50 years of research and use support the MBTI instrument's reliability as a useful tool for management and human resource development, career and personal counseling, team building, and improving communication.

Application:

Executive Coaching, Leader Development, Team Building

 

Myer-Briggs Type Indicator
Leadership Assessment

Speak to an Assessment Expert today

Explore other services, such as executive coaching and advisory, or contact us to find out the best-suited assessment tool for you and your team.

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