The Leadership Assessment provides insight into leadership competences, leadership roles, qualities and pitfalls. The assessment can be used during selection procedures to provide insight into candidates’ leadership qualities. Candidates can also use the acquired insights to develop themselves (further) as leaders, which means the assessment can also be used for consultancy purposes.
The assessment consists of the following combination of tests:
- Work-related Personality Inventory (WPI-N)
The WPI is a validated and reliable questionnaire that provides a personality profile based on a comparison of the candidate’s scores for the various personality factors and scales with the norm group.
- Career Values (CV-I)
The valid and reliable CarreerValues (CV) questionnaire provides insight into one’s drives or motivators in a work-related context.
- SJT Leadership
The SJT Leadership paints a picture of the candidate’s leadership styles. By assessing the effectiveness of their reactions in different leadership scenarios, the quality of the candidate’s insight in leadership situations is determined.
Development of the Leadership Assessment
The theoretical principle behind the assessment is Bass & Avolio’s Full Range Leadership Model (1985). This model posits that there are three types of leadership styles: Transformational, Transactional and Laissez Faire leadership. The Leadership Assessment informs the candidate about the extent to which they display each of these leadership styles and have a propensity for the associated competences. This is determined by assessing the candidate’s personality, career values and insight into leadership situations.
The assessment was developed for use during selection procedures to provide insight into candidates’ leadership qualities, pitfalls and leadership styles. Candidates can also use the acquired insights to develop themselves (further) as leaders, which means the assessment can also be used for consultancy purposes.
The following topics are covered in the report on the Leadership Assessment:
- Match with leadership and leadership styles
- Insight into leadership situations: does someone know what sort of response would be most effective in a given situation?
- Predisposition for transformational and transactional competencies
- Risk of displaying laissez-faire traits
- Leadership role, what is someone’s management style? The role is based on Quinn’s Competing Values Framework