Leadership Evaluation Testing

Identify Born Leaders and Train Potential Ground-breakers.

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  • Review of your organization needs (cultural fit, strategy, leadership style, etc.)
  • Performance expectations of the new hire
  • leadership tests that might include leadership competence, leadership style, cognitive abilities, business values, quality of motivation.
  • Written summary report of candidate(s)
  • Presentation (typically web-based) to board of directors
  • Follow-up with internal candidates to review assessments and assist with professional development plan (Optional).
Featured in TEDx Rework Inc and The Huffington Post

How Leadership Evaluation Testing Helps You:

We Fit Your Needs and Budget

Leadership evaluation testing has become an integral part of leadership development and succession planning, especially to select key positions like CEO, COO, CFO and the like. As one of this country’s experts on hiring and pre-employment testing, we have been retained by hundreds of small and medium size companies to take the guesswork out of hiring and testing leadership.

Recent Examples
  • A small property and casual insurance company is faced with the retirement of its long term CEO. Their search for a successor included two internal candidates and one external one.  The search committee wanted to ensure a fair and objective leadership test since at least one or both internal candidates might be passed over.
  • The board of directors (BOD) of a rural electric cooperative is tasked with finding a replacement for its 30+ plus years tenured CEO. Their location, small size, and “unique” culture set requirements that only a few candidates might meet. Company politics requires them to open up the opportunity and 12 candidates apply including several internal candidates, who are poor fits. The BOD  wants to ensure a fair and objective process to narrow down the field to the 3 most qualified candidates and then assist them in interviewing and selecting the right leader.
  • A faith-based assisted living and retirement center seeks a replacement for a CEO who was recently terminated. The BOD does not want to make another mistake. They have selected an interim CEO but before making a permanent job offer, they want to assess the potential and cultural fit.

  • Estimated number of employees working at your company.

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