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Assessment and Development of Executives

Markets change in unpredictable ways. Client expectations and competitors’ movements oblige companies to readjust continuously to new circumstances.

To face strategic challenges, high level management is responsible for ensuring that they have the most appropriate managerial talent on board.

Our analysis provides the insight necessary for decisions to be made in various fields:

Professional development stimulation and support plans for potential management.
Internal succession and promotion plans.
Merger and Acquisition processes, providing information on manager profiles and how they can fit into the newly
defined scenario and organisational flowchart.
Risk capital investment fund processes.
Company plans for internationalization.
Transformation and change management plans.

We combine various programs and tools which we apply in the optimum measure for each situation and client, using project management led by expert consultants guaranteeing an impartial evaluation.

Our methodology allows systematic application which favours obtaining the desired results which are expressed as follows:

Clear, specific recommendations for each person evaluated through individual feedback sessions focussing on terms of professional development (career, personal development, succession plans) which leads the manager to use it to the greatest advantage and be able to define the most efficient way forward.
Strategic information for the client: comparative analysis of all individuals evaluated, employee ranking by skill development or the adjustment to a model profile, identification of strategic recruitment or even development needs, recommendations for the future acquisition of talent.

Methodology

Planning and coordination	Development	Closure and Follow-up
Project scope definition Aims and Corporate Competency Ad hoc Working Teams Schedule and Documentation	Individual evaluations Group Tests Evaluation and internal consensus on the information obtained Diagnosis and initial recommendations	Aptitude and Attitude Analysis Confidential Report preparation on The Candidates Evaluated by Areas and Globally Presentation of Conclusions and Recommendations Feedback for Participants

Assesment Centre

The calibration of available talent in moments of change management, when affronting a merger or acquisition or for expansion or reorganisation is an exercise requiring a company’s maximum attention.
Through the Assessment Centre programme, individuals’ potential, experience and current skills are evaluated to determine how they would fit within a specific framework.The Assessment Centre has a high predictive value and is applied to mass recruitment projects, in high potential detection programmes and in transformation and change management processes. For other cases the Development Centre is employed when the primordial aim is promotion, succession plans, or talent development.

Through the Assessment Centre a series of candidates are assessed by several consultants on one day within a pre-determined and levelled skills framework, using various evaluation techniques which complement each other.
We do a series of workshops which include tailor-made role-plays, business simulation games, group discussions, problem solving and prioritising exercises along with individual skill-centred interviews and completed with an optional personality test.
The whole exercise is adapted to the real business or the client’s strategic challenges and can all be done through our expert collaborators or teams including client representatives.

The Assessment Centre is one of the most exacting analytical tools for competencies assessment that a company can have available, given that it is based on exhaustive situational tests and provides a wide, impartial perspective on the individual.

Development Centre

Understanding and foreseeing future needs is the fundamental base for efficient staff management. Knowledge of the capabilities required from individuals by the company becomes the key to achieving objectives.Through our Development Centre programmes we can anticipate how the managers will act in the future, how they will tackle the challenges of formulating a strategy and how they will manage risk successfully.

The Development Centre is applied in cases of development, identification of potential in succession or promotion plans as well as in general for training needs. The Assessment Centre, on the other hand, is best applied to mass recruitment projects to detect high potential or in transformation and change management projects.

The Development Centre is a rigorous assessment process in which the participants undergo a series of exercises simulating objective situations tailor-made to measure their capacity to face up to skills which are critical to the company. Thus we can analyse and evaluate a manager’s potential, experiences and current capabilities as well as getting an understanding of aspects such as motivation and an insight as to foreseeable behavioural tendencies.
The programme is implemented by a group of expert consultants who provide an impartial outside view and who determine the competencies benchmark, the culture and strategy in relation to the functional responsibilities.
As an essential part of a successful process, individual feedback sessions are held with each person evaluated to propose personalised actions for growth to make him take an active part in his own development.
For the client we provide a balance of the existing profiles and a diagnosis of the harmony and adjustment required and we recommend policies to align individual and group talent corporately, making it flourish towards becoming the required profile.

Our focus in the Development Centre programmes is adjusted to suit the particular needs of each client, in answer to questions such as:

What are the strengths and weaknesses of the individuals and the group as a whole?
What development lacks and needs can realistically be tackled?
How can management improve their productivity?
Who really are the corporate entrepreneurs who are going to drive the business?

Feedback 360º

Putting individuals in line with corporate strategy and encouraging their participation becomes a business success lever.

With the application of our Feedback 360º programme, teamwork is favoured, improving the quality of communication between the various groups of people, boosting continuous learning and building stronger teams.

The Feedback 360º fits into the context of the company development plans and has specific applications such as career boosting, organisational change management or identifying potential high-flyers. It is also used for the design and improvement of working teams as it helps the participants be more effective with their clients, collaborators or other key contacts.

Feedback 360º allows us to compare the image we have of ourselves through a complete view provided by our bosses, collaborators, peers and even internal and external clients. It includes the following sentences:

Once the context has been analysed and the needs for the feedback project have been defined with the company, a communication plan is made with the organisation.
Information is gathered using a questionnaire which is done confidentially and which may be accessed in various ways: via our own website; the client’s intranet or by email invitation. For each individual evaluated, a group of 10-15 are invited to provide full, relevant information on the participant.
Once the data has been collected and processed individual feedback sessions are held. The information collected, for reserved use, is of great value to the individual being evaluated. It is vitally important that the feedback be given by specialised consultants who know how to pass on the information obtained as well as how to guide the person as to its interpretation and make the most of it and define development actions.

The conclusions obtained are global and truthful as the inputs come from various sources and levels all of which provides the required credibility to motivate the participants to change and go for 360º development. This kind of tool can complement the Development Centre programme.

Our Feedback 360º gives answers to the following type of question to determine the increase or decrease of business profits:

Are there hidden talents which are not being realised?
Is something relevant happening which is not clearly visible?
Is it a question of the leadership of an area manager?
Is there cohesion between the working teams? Are they balanced and in line with the business?