OUR SOLUTION:
Leadership Assessments
Addressing End-to-End Leadership Needs
Measuring Potential, Building Excellence
At Leadership Worth Following, we provide leadership assessment consulting for executives and organizations to support confident, data-driven leadership decisions.
Many organizations rely on performance, intuition, or personality when evaluating leaders. The problem is, those methods rarely predict leadership success. Our approach goes beyond traditional assessments to evaluate leadership potential, identify gaps, and develop leaders who drive lasting impact.
The Foundation for Confident Leadership Decisions
Tailored Leadership Assessments for Your Organization
We assess both current performance and future leadership potential tailored to each organization’s needs. Our leadership assessment consulting supports selection and development across Manager, Director, and Executive levels, using a multi-faceted approach to provide a clear, objective view of leadership capability.
Brief Assessments
Selection – To screen in the strongest candidates (and screen out weaker or high-risk candidates)
Development – To establish insight into participant’s natural propensities for leadership; best suited for earlier career leaders and newer leaders
Focused Assessments
Selection – To confirm positive recruitment evaluations; most director or VPs
Development – To provide insight and skill practice for effective leadership; best suited for mid-career or mid-level leaders
In-Depth Assessments
Selection – Evaluation of potential Executive, Director, or strategic hires, where a firm recommendation is desired; most senior role
Development – Deep exploration and refinement for leaders who are preparing to enter larger-scale leadership roles; best suited for senior level leader or those preparing for senior-level leadership
A Proven Methodology for Leadership Assessments
A Multi-Faceted Approach
Our unique assessment process incorporates insights from
four critical perspectives:
This multi-faceted approach ensures a holistic evaluation of leadership potential, providing actionable insights that drive real-world success.
Evaluate Your Leadership Team with Confidence
With Leadership Worth Following’s scientifically backed assessments and expert coaching, you can build a strong, future-ready leadership team.
Data-Backed Insights that Drive Business Success
78%
report improved hire quality due to assessment use.
15%
of companies have increased their use of assessments in recent years.
1 in 5
apply assessments across all positions in the company.
3 in 4
HR professionals rank assessment scores as equal to or more important than degrees and experience.
19%
have seen improved diversity in hiring, with no negative impact on hiring outcomes.
Tools and Methods Used
Our Suite of Tools and Outputs | Development | Selection |
|---|---|---|
Pre-Calls Organizational and participant pre-calls to align on needs, process, questions, and goals. | ||
Interview A structured discussion covering work experience, challenges, motivations, and leadership skills. | ||
Inventories Industry-standard inventories measuring problem-solving, personality traits, motivations, and styles. | ||
Simulations Realistic leadership exercises, including Inbox, Direct Report, Team, and Leadership Meetings, to assess key skills. | ||
Verbal & Survey 360s Multi-rater feedback tools providing valuable insights into leadership behaviors and impact. | ||
Feedback Session One-on-one coaching to review assessment results, highlight key strengths and development areas, and create targeted development strategies. Key insights and recommendations are captured in a detailed report to support ongoing growth. | ||
Hiring Recommendation Data-driven evaluation to inform hiring decisions based on assessment results. | ||
Development Planning Meeting Participants present their results and development plan to their supervisor, HR partner, and LWF coach for alignment and support. | ||
Pulse Survey 360 A brief, targeted survey to track leadership impact and measure development progress over time. |
Your Questions, Answered
What steps do you take to reduce bias and ensure fairness in your assessment process?
| We use a multi-trait, multi-method, and multi-assessor approach to ensure fairness and depth. Multi-trait: We evaluate a broad range of leadership traits—like judgment, influence, and agility—rather than focusing on just one dimension. Multi-method: We gather data using various tools, including interviews, psychometrics, simulations, and 360s to capture different aspects of leadership. Multi-assessor: Participants interact with more than one LWF coach, offering diverse perspectives and reducing individual bias. Together, this creates a more balanced, accurate, and equitable assessment. |
What assessment tools and methodologies do you use to evaluate candidates’ leadership abilities, potential, and fit?
We combine validated and proprietary tools to assess leadership effectiveness, fit, and potential. Our holistic approach integrates multiple data points to generate insights that are practical, predictive, and grounded in science.
Can your assessments be customized to reflect the specific leadership needs of our organization?
Absolutely! This can look like embedding our process into existing leadership models or design custom tools and simulations specific to industry, role, or organizational needs. Having 20+ years of data allows us to develop customized tools to predict a variety of specialized outcomes (i.e., executive performance, managerial performance, developmental potential, coachability, sales style, functional fit, etc.).
How do you integrate candidate feedback and development recommendations into your assessment process?
Each participant receives a clear recommendation—Do Not Proceed, Recommend with Reservations, or Recommend to Proceed—along with a written report of findings and a verbal debrief to address questions and context.
What tools, assessments, or frameworks do you use to support leadership development?
The unique assessment process incorporates insights from four critical perspectives:
- Self-view: We begin with a comprehensive background interview to understand each participant’s history, motivations, and self-perception.
- Scientific view: We incorporate validated assessments, including problem-solving, personality, and personal driver inventories to identify leadership propensities.
- Coaching lens: Behavioral simulations allow participants to demonstrate leadership capabilities in a standardized environment, observed by trained coaches.
- Organizational view: We use 360-degree feedback to understand how a participant is currently perceived in the workplace.
Together, these perspectives create a comprehensive, tailored development roadmap grounded in evidence and real-world insight.
What is the level of collaboration we can expect throughout the development process?
The reality is that we will be successful in our work with participants the more we understand the organization’s needs and goals. From a process standpoint, we start every engagement with a pre-call that includes the LWF coach, the boss or hiring manager, and our HR stakeholder(s). This is where we explore needs, goals, dynamics, plans, challenges, and questions. Throughout our work with a participant, we establish regular and ongoing check-in calls and summaries regarding progress and updates. Outside of our standard process, we make a point to be available whenever our stakeholders need us.
How do you engage with our senior leaders and HR team during the program design and delivery?
We start with discovery interviews to understand your context and goals. During delivery, we stay closely connected through debriefs, alignment meetings, and check-ins—ensuring assessments are accurate, relevant, and actionable.