BludauPartners offers its clients individual and tailor-made solutions of management diagnostics: the tried and tested Executive Assessment method allows a systematic approach in examining an organisation and their executive levels to recognise untapped potentials and to derive possible demands for a reorganisation.
Within the service portfolio of BludauPartners, the Executive Assessment modules can be combined with the process of the Executive Search for one or with the modules of Executive Development:
In the Executive Search, custom single assessments are conducted in filling an executive position, in order to identify the suited personality from internal and/or external candidates via an independent, second opinion and to thus ensure the optimal staffing success.
In the Executive Development, the Executive Assessment modules are applied in the course of a systematic potential analysis, in order to derive further measures for the development of executives.
Situations that pose new requirements to management through planned strategy changes have to be highlighted. The requirements need to be harmonised with the skills of the executives.
01 | KICK-OFF-BRIEFING
Understanding the needs
At the beginning of an executive assessment or management audit, the fundamental objectives, the requirements of a project and the project organization are coordinated within the framework of an intensive discussion between the client and BludauPartners. In addition to the content and the schedule all appointments are defined here.
02 | COMPETENCE PROFILE
The concrete requirements
Based on the previous briefing conversation, the consultants of BludauPartners generate a competence profile, which includes the project’s fundamental requirements and factors for success. Within that, the focal points are set on the one hand for the technical-contextual competence of a position, and on the other on the soft factors and skills of an executive. Furthermore, the company goals and vision as well as the culture and the environment of an organisation are taken into consideration, in order to accurately assess the relevant factors for success.
03 | PROJECT COMMUNICATION
In the next step, the executives to be audited are informed about the goals and the previously defined project organisation. In this phase, integrating all persons involved is a decisive factor for success, so the assessment process is approached with a positive attitude. How to handle all confidential, personal information also has to be determined before the execution of the procedure.
04 | EXECUTIVE ASSESSMENT MODULE
The main component
After the candidates to be audited have been informed of the framework conditions, setting the dates of the actual Executive Assessment process follows. This comprises three core elements, which are individually customised and, if needed, supplemented by further modules.
Using a scientifically valid and proven psychometric personality test, the consultants of BludauPartners acquire a first impression of the personality profile and behaviour patterns of the candidates to be audited. The selection of the personality test depends on the requirements and the goals of the assessment procedure.
The main component of the Executive Assessments of the BludauPartners is a multi-hour, in-depth interview which is conducted by two experienced consultants, to ensure objectivity. In addition to behavioural patterns in past situations, the future expectations as well as the social competences and personal characteristics and competences are analysed. If similar behavioural patterns appear repeatedly, this can be an indication that the candidate would act similarly in comparable situations in the future.
References and 360 ° feedback
Through references and a 360° feedback, the consultants of BludauPartners manage to solidify the impression acquired so far on the one hand, and on the other hand to also assess the ability to integrate into the existing team. As the limits of the preceding personality test and the interview lay in the assessment of the leadership behaviour with the team, the interaction with the direct professional environment and the interaction in the (future) team, poses a critical component of the Executive Assessments of BludauPartners. Compiling and compacting different opinions is not the main focus here, but rather to carry out a cross-check to the analysis results from the interview.
05 | EXECUTIVE ASSESSMENT REPORT
The substantiated conclusion
After a successful conclusion of the Executive Assessment procedure, an extensive report is produced for every participant. It includes an individual description of the candidates with the essential information which were acquired through the psychometric personality test, the interview and the references. The report is supplemented through a comparison of the company- and position-specific competences model and the individual characteristics.
Furthermore, the experienced consultants of BludauPartners deduce a report about the entire organisation, since they – based on the numerous interviews and reference talks - also receive a large amount of indications about the collaboration of the acting executives as well as the current situation of the company in addition to the examined candidates and information.
The object of DIN 33430 and ISO 10667 are the quality criteria and standards for occupational aptitude appraisals. The norms concern job choice, selection of applicants and career planning. They are process norms and concern the quality of the utilised instruments and the maintenance of appropriate procedures in addition to the qualifications of the involved persons.
The goal of the norms is the dissemination of scientifically substantiated information on occupational aptitude assessments, as well as improving the quality of these and the respective procedure development.