A changing world requires different leadership. Agility, moral compass, and power to change are more important than job title or seniority.
Our leadership assessments provide objective, evidence-based insights into potential, role fit, team and culture impact, and risk. With that, you make better appointments, strengthen the leadership bench, and target L&D interventions where they count.
Miscasts cost money, time, and credibility. A multi-method assessment (tests + simulations + structured interviews) increases predictive power and makes both risks and mitigations explicit and manageable.
Standardized criteria and psychometrically based measurements perform better than loose impressions. Decisions become reproducible, explainable, and fair; even if you consciously choose an atypical profile.
Effective leaders strengthen organizational health, psychological security and executive strength; this is reflected in productivity, quality and talent retention.
Clear data on potential, stretch and derailers accelerate succession and make your talent pipeline agile.
Leadership appointments require governance-proof decisions. Our assessments make appointments explainable and defensible: fixed criteria, validated measurements, and psychological expert opinion provide an audit trail for supervision, Supervisory Board, Executive Board, and Works Council. This reduces risks (bias, misfit, reputation) and builds support for the chosen candidate.
Today’s leadership requires coaching, giving direction, learning to accelerate, and connecting by building psychological safety. Assessments make these leadership skills testable and their developability transparent.
Every decision must hit the mark: maximize quality and sustainable fit while minimizing onboarding risks.
Work is becoming modular; leaders must drive skills, data, and collaboration across silos. Assessments make those capabilities visible and comparable.
Substantiate job fit, visibility into leadership gaps, risk mitigations; accelerate onboarding.
View of ready-now/ready-later and stretch potential.
Test change capacity, execution discipline and culture fit.
Strengthen leadership style, psychological safety and collective intelligence for optimal team complementarity.
Focuses on learning ability, basic leadership styles, and coaching needs. This assessment provides insight into how novice leaders can shape their role, where their natural style lies, and what support they need to grow effectively.
Measures the degree of results orientation, influence over people, change power, and ability for team development. This level targets executives who are operationally strong but want to increase their impact within the organizational context.
Tests strategic thinking skills, change capacity, cultural behaviors, and the ability to handle moral and ethical dilemmas. This assessment focuses on leaders who set direction, lead transitions, and demonstrate exemplary behavior in complex governance environments.
Schedule an appointment and discover how leadership assessments contribute to agile, inclusive, and strategic leadership.
This fact sheet provides an overview of the most commonly used (psychological) selection methods, both classical and modern. The figures are based on meta-analyses and dominant scientific literature.
| Method | Predictive validity (r) | Typical reliability |
|---|---|---|
| Cognitive ability (GMA test) | .51 | High (.85-.95) |
| Work test | .54 | High (inter-rater ≥.70) |
| Structured interview | .51 | Medium-high (.60-.75) |
| Unstructured interview | .18-.38 | Low-medium (.40-.55) |
| Integrity test | .41 | High (α ≥.80) |
| Conscientiousness (Big Five) | .31 | Medium-high (α ~.75-.85) |
| Job knowledge test | .48 | High (≥.80) |
| Years of service | .18 | Not applicable |
| Video/asynchronous interview (incl. AI) | .30-.40 | Good at structuring; algorithmically variable |
| Machine learning / algorithmic models | .20-.50 | Depends on dataset; generalizability limited |
| Serious games / game-based work samples | .35-.50 | High on objective metrics |
| Social media screening | .00-.20 | Low and variable |
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