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A Creative Approach to Leadership Assessments

By Wioletta Potocka, Senior Consultant
Region: Poland, Germany, Czech Rep, Hungary, Slovakia
Sector focus: Manufacturing

A LARGE PRODUCTION COMPANY NEEDED A LEADER FOR THEIR RESEARCH FIELD DEPARTMENT, AND THEY WERE HIRING IN FIVE DIFFERENT GLOBAL MARKETS. TO MANAGE THIS COMPLEX SEARCH THEY SELECTED MY TEAM. FIRST, HOWEVER, I NEEDED TO EARN THEIR TRUST AS A PARTNER, RATHER THAN AS A PROVIDER.
AFTER MEETING WITH THE PRODUCTION COMPANY, WE AGREED UPON THEIR GOALS FOR THIS LEADERSHIP POSITION. IN THE RESEARCH FIELD, THEY COULD EASILY FIND SOMEONE WITH THE TECHNICAL REQUIREMENTS TO DO THE JOB. HOWEVER, THE PRODUCTION COMPANY WANTED TO FIND SOMEONE WITH A LEADERSHIP MINDSET, WHICH IS RARER IN TECHNICAL FIELDS.
I RECOMMENDED USING ASSESSMENTS TO OBJECTIVELY EVALUATE CANDIDATES ON THEIR EXECUTIVE POTENTIAL. WHEN THE CLIENT AGREED TO THIS, I WORKED WITH A TEAM OF TWO RESEARCHERS IN FIVE DIFFERENT GLOBAL MARKETS TO CREATE A POOL OF POTENTIAL CANDIDATES.
THIS VERY COMPLEX SEARCH PROCESS REQUIRED STRONG ORGANISATION AND REGULAR COMMUNICATION. I HELD WEEKLY CHECK-IN MEETINGS TO MAKE SURE THE CLIENT AND RESEARCHERS REMAINED IN SYNC ON OUR OBJECTIVES.
AFTER MY RESEARCHERS PREPARED A LARGE POOL OF CANDIDATES, I CONDUCTED THE FIRST ROUND OF INTERVIEWS TO CREATE A SHORTLIST FOR THE CLIENT TO REVIEW. BECAUSE THE CLIENT PRIORITISED LEADERSHIP POTENTIAL IN THIS EXECUTIVE SEARCH, I PROPOSED A CREATIVE APPROACH.
IN THE USUAL PROCESS, OUR COMPETENCY ASSESSMENTS ARE CONDUCTED AFTER THE INITIAL INTERVIEW. FOR THIS PROJECT, I SUGGESTED WE RUN POTENTIAL CANDIDATES THROUGH THE ONLINE MU TEST FIRST AND THEN BRING THEM INTO THE INTERVIEW. THIS ALLOWED US TO EVALUATE CANDIDATES ON THEIR POTENTIAL FROM THE VERY BEGINNING.
ONE CANDIDATE PERFORMED REALLY WELL IN THE INTERVIEW. HOWEVER, THE ASSESSMENT RESULTS SHOWED POOR COGNITIVE SKILLS. SINCE I KNEW THE PRODUCTION COMPANY CARED MOST ABOUT THE PSYCHOMETRIC ASSESSMENT, I EXCLUDED THIS CANDIDATE FROM THE SHORTLIST.
MEANWHILE, ANOTHER CANDIDATE DID POORLY IN THE INTERVIEW BUT SHOWED GREAT POTENTIAL IN THE ASSESSMENT. I ADVANCED HIM TO THE SHORTLIST, AND ULTIMATELY, HE WAS SELECTED FOR THE ROLE.

In the beginning, the production company challenged me every few days about the search because they were not yet familiar with the MU process. By keeping them updated, explaining the scientific proof that supports my process, and providing candidates who met their criteria, I earned their trust as a valued partner. Best of all, by collaborating on the process, we successfully found them a stellar new leader for their team.

Wioletta Potocka, Senior Consultant
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