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Green Park

Psychometrics for Leadership Assessment

Client: Archbishop of Canterbury

 What our client wanted to do: The Archbishop of Canterbury was recruiting a new Chief of Staff and Strategy.  Our partner, Green Park Interim and Executive Search were working with Lambeth Palace in order to find an outstanding candidate for this key role.  Following the first round interviews, a number of questions remained concerning the candidates and we were approached to provide psychometric testing.

How we helped them to do it: We worked with the client to understand the success criteria for the role and the questions they wanted answered.  The competency areas for testing included:

  • Leadership: demonstrated through personal effectiveness; ability to inspire commitment; enthusiasm to create a culture which is focused on achieving objectives.
  • Delivery of results: demonstrated through the ability to initiate action to resolve problems; overcome barriers; exploit opportunities.
  • Valuing people: demonstrated through embracing diversity; managing working relationships effectively; getting the best out of others by developing their capabilities.
  • Communication: demonstrated by the use of a range of channels and media for the exchange of information, feedback and creative ideas.
  • Stewardship: demonstrated by the flexible and imaginative use of resources; appropriate knowledge; financial expertise.

We proposed administering two psychometric assessments:

  • Wave Professional Styles: This leadership behaviour questionnaire provides an understanding of candidates’ preferred style including candidates’ approach to analysing and evaluating, creativity and strategic thinking, interpersonal relationships, influence, leadership and management style, personal resilience, approach to change and drive to complete tasks effectively.
  • Hogan Development Survey: This questionnaire examines areas of potential risk for each candidate: most people, when under pressure, behave in ways that are counter-productive and have a negative impact on those around them. This questionnaire tests what those risks might be which is crucial when considering new appointments.

Candidates took part in an in-depth interview with an Insight Occupational Psychologist to explore the results of these questionnaires in relation to the key criteria.  The interview focused on candidates’ understanding of their own style, their strengths and weaknesses and how they seek to manage these in the workplace. This approach was supported by gathering evidence of past experience to reinforce and validate the personality profile.

We reported back to the client via a tailored feedback report and provided the opportunity for additional verbal feedback from the Occupational Psychologist if required.

The results: This process supported Green Park and the client to make a confident and well-informed appointment.

 

Client: Foundation for Training and Education in Care

What our client wanted to do: The Foundation for Training and Education in Care (FTEC) is a new charity, emerging from the sale of the awarding organisation, the Council for Awards in Care, Health and Education (CACHE), in September 2015.  It is “a well funded start-up with a distinguished heritage” and required a Chief Executive to develop and deliver the Strategic Blueprint.

How we helped them to do it: We worked with Green Park Interim and Executive Search and the Chair of FTEC’s board to develop an assessment process that would support them to understand the which candidates’ had the right mix of experience and cultural fit to successfully lead this organisation.

We administered three psychometric assessments:

  • Wave Professional Styles: This leadership behaviour questionnaire provides an understanding of candidates’ preferred style including candidates’ approach to analysing and evaluating, creativity and strategic thinking, interpersonal relationships, influence, leadership and management style, personal resilience, approach to change and drive to complete tasks effectively.
  • Hogan Development Survey: This questionnaire examines areas of potential risk for each candidate: most people, when under pressure, behave in ways that are counter-productive and have a negative impact on those around them. This questionnaire tests what those risks might be which is crucial when considering new appointments.
  • Hogan Motives, Values and Preferences Inventory: This tool describes people’s core values, goals and interests. People use their values to make decisions, prefer to associate with others who share their values and choose careers consistent with their values.  It is especially useful when recruiting to organisations with a strong values-based culture such as charities.

Candidates took part in an in-depth interview with an Insight Occupational Psychologist to explore the results of these questionnaires in relation to the key criteria.  The interview focused on candidates’ understanding of their own style, their strengths and weaknesses and how they seek to manage these in the workplace. This approach was supported by gathering evidence of past experience to reinforce and validate the personality profile.

We reported back to the client via a tailored feedback report and provided the opportunity for additional verbal feedback from the Occupational Psychologist if required.

The results: This process supported Green Park and the client to make a confident and well-informed appointment.

 

 

 

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