How Do We Effectively Assess For

Today’s Successful Leader?

Presentation by Peter Burnham, Kajal Ruparell and

Professor Ivan Robertson

About BBP

Burnham Business Psychology is a niche consultancy of Occupational Psychologists who have more than two decades of experience in the industry.

Bespoke Assessment & Development Tools

We help organisations recruit, retain and develop their people using psychological and psychometric assessment.

We offer bespoke psychological solutions to fit with each of our clients’ needs and culture.

All of our assessment tools are valid, reliable and fit for purpose; allowing our clients to maintain their competitive edge through their people.

4% of the UK working population go through online tests designed by BBP consultants each year.

Some of our Clients

BBP’s Leadership Model

Our Leadership Model…

Combines and integrates numerous theories and models of leadership

Measures high potential

Can be mapped to our clients’ existing leadership framework/model

Model Creation

Transactional & Transformational

Emotional Intelligence

Leader/Member Exchange Theory

Situational Leadership

Learning Agility

Strategic Leader Authentic Leader

Personality-Based Theories

BBP’s Assessment Data

What Makes Our Model Unique?

It incorporates:

Context

Culture

Self-Awareness

Types of Organisational Culture

Charles Handy’s four organisational types: also added to the model is a fifth culture type based on Quinn & Cameron’s work.

Power Task Person

Role Adhocracy

The Model

Leadership Qualities

Judgement

Solution Focussed

Quickly gets to the heart of issues and uses a range of insights to solve complex problems. Readily adapts to changing, novel and challenging circumstances.

Sets Direction

Develops a vision and long term strategy; seeks new opportunities to stay ahead of the curve.

People Focus

Harnesses talent

Proactively builds relations with a range of people and demonstrates empathy. Identifies and nurtures talent and quickly tackles poor performance.

Influential

Communicates clearly, persuasively and with conviction. Aware of the political landscape when putting forward changes that challenge the status quo. Consistently delivers on promises made and their actions match their words.

Drive

Drives Change

Recognises the need for change. Leads change so it is effective, positive and beneficial. Personally strives for quality results and encourages others to achieve high standards of work.

Inspiring

Creates enthusiasm and instils confidence; faces up to challenges and consistently overcomes set-backs; looks for solutions and encourages others to do the same.

Measuring High Potential

Assessment

Pre-Assessment

Detailed Brief

Mapping

Assessment Process

Online Assessments

Face-to-Face Interview

Ability Tests (Numerical, Verbal, Diagrammatic) Personality Assessment

Career History Values Behavioural Interview Psychometric Interview Business Scenario (Optional)

Post-Assessment

Feedback Report

Face-to-Face Feedback (Optional)

Ongoing Coaching (Optional)

Leadership

Leadership is Important

CEOs are responsible for ~ 14% of the performance of an organisation.¹

65-75% of people say that the worst aspect of their job is their immediate boss. ²

Leaders influence health and wellbeing as well as performance… “Even when controlling for: age, health practices, support from other people at work, support from home, stressful life events and stressful work events.” ³

¹ Joyce et al., 2003

²Hogan & Kaiser, 2005

³ Gilbreath and Benson (2004); Barling &Carson (2008); Gilbreath et al, (2012)

Why Involve Psychologists in Leadership Assessment?

Does it Work?

Validity

Criterion-related validity

Construct validity

Is it Accurate?

Reliability

‘Accurate’ measurement

Leadership Framework

World Class Leadership Development

Private SectorPublic Sector & Business Schools

ANZSOGSingapore CS CollegeCranfieldEuropean Institute of Public AdministrationHenleyKennedy School (Harvard)London Business School

Key Components of Good Practice

Individual Readiness Organisational Readiness

Development Activities

Transfer & Embedding

Organisational Readiness

Alignment with strategic goals of organisation

Clear models of leadership behaviour

Shared and realistic expectations for all stakeholders

Plans for embedding and supporting new behaviours

Individual Readiness

• Nomination and selection processes

• Prior training and development

• Audit of current skills and personal characteristics (e.g. 360 assessment, psychometrics)

• Personal career development plan

Development Activities

Transfer & Embedding

Engagement of top management in design and delivery of programme

Modelling of leadership behaviours by top management

Evaluation and delegate feedback

Embedding procedures (e.g. action learning sets, 360 feedback, networking, mentoring, coaching, job assignments)

Career development and reward

Points For Discussion