The Jangle Fallacy: Is “learning agility” next?
The concept of the jangle fallacy¹ has been around for almost 100 years, but it seems like we keep falling victim to it. For those
Executive leadership assessments that are grounded in objectivity and psychometrics, delivered by deeply experienced psychologists, and backed by validation studies.
There are many different approaches to executive leadership assessments. For example, assessment centers, 5-hour psychological interviews, automated psychometric tests, and individual assessments are common. Depending on the methodology, the time investment for the executive can range from several days to as little as 1 hour. And, there’s a wide range of price tags, from about $1000 (online tools only) to $35,000 per assessment! So, you have a lot to consider when selecting an executive assessment partner.
We’ve been conducting executive leadership assessments since 1957, using the individual assessment approach. To learn more about Individual Assessment at the Society for Industrial and Organizational Psychology’s website Click Here.
We continually evolve the process based on the latest scientific research, new technologies, and best practices. Additionally, we seek feedback from our customers and assessment participants to understand their experiences, priorities, and concerns. This data helps us design highly predictive executive assessments that accelerate leadership development, and are time- and cost-efficient.
It is well-established through scientific research that cognitive ability, the “Big 5” personality traits, and leadership style are among the best predictors of an executive’s job performance. And, the most reliable and accurate way to measure these is with psychometrically sound tests with relevant norms. Because the science is clear, psychometric testing is at the core of our executive assessment approach.
Whether you’re using our executive leadership assessments for hiring, development, or succession planning, the process steps are the same. As shown in the below chart, there are some key differentiators between our process and those of other providers. First, we can measure your competencies and core values and create customized deliverables. Second, we provide candidates with verbal feedback on the online assessment results during the interview. This is uncommon in the industry and perceived favorably by executives. In turn, this leaves them with a positive impression of your organization.
A third factor that differentiates us from other executive assessment companies is our focus on objectivity. Below are some of the things we do and don’t do to ensure fairness and consistency.
Our clients partner with us for executive assessments for several reasons.
Learn more about how we leverage scientific research to inform our executive assessment practice:
The concept of the jangle fallacy¹ has been around for almost 100 years, but it seems like we keep falling victim to it. For those
Most people report that Integrity is an important value that is part of an individual’s character. Fewer people may know that personality traits influence a
On the surface, executive assessment providers may appear similar to one another. But if you take a closer look, you may be rather surprised by