Our process

Personal DevelopmentNo two organisations are exactly alike.  That’s why we take a personalised approach to assessing and developing your leadership talent.  Our senior consultants work closely with you to ensure our process delivers the results you’re after.

The following approach describes a typical internal leadership assessment project.  We rely less on 360-degree data when assessing external leadership talent.

 

Customisation

We customise our process and adopt the best approach to meet your strategic objectives while also aligning with your operating and cultural environment. For example, organisations often adopt a leadership development and career planning approach as this is more likely to be valued by participants.

Strategic alignment

We begin the process by evaluating the impact of your organisation strategy on the demands facing leaders at your top three to four levels. This ensures we focus on the high potential attributes most critical to ensure your execution activity aligns with your organisation strategy. Outcome measures, rater selection and the number of follow-on meetings are agreed to at this stage.

Securing commitment

Pre-program briefings are often used to ensure participants and their managers have a clear, complete and mutual understanding of the approach and outcomes. We’ve found it important to explain what the results will be used for as well as our commitment to discretion and confidentiality. This maximises the likelihood of buy-in and commitment to the process from all stakeholders.

Data collection and validation

Participants and selected raters complete a series of on-line questionnaires which contribute to a draft report. A Hipotential consultant meets with each participant to discuss their initial results and explore their history, current operating environment, motivations, ambitions and challenges. Initial participant insights are sought as well as their ideas on development and career goals.

An agreed number of follow-on meetings are held with various raters to cross-validate key insights, concerns and questions arising from the initial participant meeting.

Report completion and debrief

The same Hipotential consultant finalises the participant’s report based on information from the initial meeting, various rater perspectives and further analysis from our extensive assessment database. The same Hipotential consultant meets again with the participant to debrief the final report and confirm their insights, development goals and any preliminary development action plan.

Decision making forum

In most cases a collective leadership profile is presented to an executive decision making forum. An overall assessment of performance and potential for the cohort is provided in a decision-oriented format. In addition, an executive summary is provided for each participant with clearly described strengths and development areas highlighted. Our insight and perspectives on individual promotion, placement, strengths and gaps is provided.

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