Focus on the capabilities behind leadership results
The capabilities that make an executive effective in one role may need a different balance in another․ A strategic redirection can call for different strengths from rebuilding cooperation across teams․
Executive Capability Assessment examines the leadership behaviors behind that contribution․ It gives decision-makers and executive search professionals a structured capability profile to inform a consequential appointment․
See the pattern of an executive’s strengths
The assessment brings together four complementary areas of leadership․ Their combination helps you examine how an executive could serve the work ahead․
- Trust-Driven Leadership involves building cooperation, inviting challenge and enabling people to contribute around a shared purpose․
- Continuous Personal Learning involves seeking feedback, testing personal assumptions and renewing the leader’s own knowledge and skills․
- Strategic Navigation involves interpreting emerging conditions, making decisions with incomplete information and sustaining coordinated action through change․
- Expansion by Value-Creation involves connecting technology, partnerships and innovation with customer value and profitable growth․
A profile helps you discuss both strengths and areas that deserve closer examination․
Measurement developed for executive choices
The measurement approach uses concrete descriptions of leadership behavior․ These anchors give meaning to ratings and help the team discuss what a result says about leadership in practice․
Dr․ Hannu Sehm, founder and CEO of Oiketos, developed the framework and initial behavioral measure in his doctoral research․ Expert review and studies with managers examined its structure, reliability and relationships with other leadership constructs․
Oiketos has continued developing the measurement since the dissertation, refining it for the precision required in high-stakes executive selection․ The assessment builds on this subsequent development as well as the research foundation․
Our Research & evidence page explains the published research and its contributions․
Define the role, then assess in stages
- Prepare an Executive Selection Brief․ We help define the capability priorities and their rationale, giving the assessment a clear connection to the work ahead․
- Give selected candidates a preliminary capability assessment of about 15 minutes to gain an initial view of their leadership capabilities․
- Give finalists a comprehensive assessment lasting more than an hour to examine their detailed capability profiles against the priorities established in the brief․
This sequence concentrates the most extensive assessment on finalists while keeping the role’s requirements consistent throughout the process․