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The Tipping Point For Automated Leadership Assessment

July 19, 2016

Identifying and developing leadership talent remains an important challenge for all organizations.  Large organizations face challenges associated with making leadership assessment “scalable,” while smaller organizations face challenges in deploying high-quality leadership assessments with limited available resources.

Over the past decade or so, advances in technology and research have led to the development of accessible and affordable automated assessment tools and reports that provide valuable insight into individual and organizational leadership talent strengths and gaps.  However, many organizations have not adopted these solutions and some might argue that, with apologies to Malcolm Gladwell, the tipping point has not yet been reached in automated leadership assessment.

Why assess? Effective assessment of an organization’s “bench strength” and identification of high potential employees is central to succession planning and leadership development programs. Assessment instruments provide an efficient and effective means of identifying employees who possess important qualities underlying the potential to develop into future leaders in the organization. They can also provide valuable feedback to prospective candidates for leadership development programs with respect to areas for growth and development. To optimize the effectiveness of the assessment, it should be aligned with competencies that are crucial for leader success in the organization.

An Affordable and Scalable Solution.  Technology-based leadership assessments have demonstrated value by automating features to increase accessibility and cost-efficiency, such as:

  • Internet-based delivery for a range of remote testing and proctoring models;
  • Automated competency-based scoring approaches that capture expert interpretation;
  • Dynamic computer-generated narrative feedback based on algorithms that simulate a psychologist’s hand-written report;
  • Automated reporting and report distribution; and
  • Data management and integration with enterprise systems for talent and learning management.

With the availability of these technology-enhanced capabilities, one could argue that we have indeed passed the tipping point for accessible leadership assessments. The power of automated leadership talent insight is available to organizations now more than ever.

John Weiner is Executive Vice President & Chief Science Officer at PSI.  Contact him at jweiner@psionline.com or by phone at 818.847.6180.

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