Leadership Self Surveys

How important are executive assessments in the leadership development process?

Assessment tools are vital to a successful executive development process. To identify the areas in which a person, team, or organization needs improvement, there must be an assessment of the current situation. For individuals and teams this includes self-assessment and assessment by those around them. Feedback from supervisors, superiors, peers and direct reports –gathered through 360-degree assessments (also known as 360s) – is critical to the assessment process.

Knowing how others view us is the key to improving personal effectiveness.

Comparing self-assessment to feedback from others can quickly reveal personal “blind spots.” At AvoLead we know that when development addresses areas identified by those who work closest to us, the improvement in our perceived effectiveness is fast and meaningful, both to us and to those around us.

Employee assessments provide a personalized road map for development.

By targeting mission critical improvement areas that will make the most difference, employee assessments guide the development process and make it more efficient, fast and measurable. Without assessment, improvement will be achieved, but at a slower pace with less impact. That’s not acceptable in today’s fast-paced environment where every initiative has to produce measurable results in record time.

Leadership assessments act as a catalyst for learning.

Assessments also help to prepare a person for the learning they are about to experience. Unless you’ve seen evidence that you need help in a particular area, you may not be open to new learning. Consider the executive who sees himself as a pretty good speaker. He might resist media training. His openness to learning will be greatly leveraged if he has seen reliable feedback from others to the contrary. In learning as in life, attitude affects everything, especially how we learn.

HR assessments play a role throughout the development process.

Assessments are used at different times in the development process for different reasons:

  • BEFORE: Individual, team and organizational assessments are used to accurately measure abilities and opportunities for improvement, guiding the design of the development plan and providing benchmarks for future assessment.
  • DURING: Leadership assessments are used to help individuals gain awareness of their personal preferences for behaviors that affect their perceived effectiveness, e.g. decision making, critical thinking, communication, teamwork, etc. which is helpful when learning new behaviors.
  • AFTER: HR assessments are used to gauge change in behaviors and perceived effectiveness, providing a quantifiable measure of the success of the development process at any given point.

At AvoLead, we employ only proven research-based assessment tools that have been used successfully in development initiatives in organizations worldwide. Our skilled consultants and coaches have decades of experience using these tools, and have even authored books on how to get the most benefit from them. It is our comprehensive knowledge of assessment instruments –knowing what information they provide and, just as important, what information they don’t provide– and our practical application of that information that sets AvoLead apart. An assessment is only as good as the professional applying and interpreting it. When you want accurate assessments that can provide fast, meaningful improvement in individual and organizational effectiveness, you want AvoLead.