Leader Assessment

A leadership assessment is a structured, multi-method process that goes beyond what an interview can reveal. CLA’s assessments integrate structured biographical and behavioral interviews, psychometric instruments, and where relevant, simulations and 360 input. They are 2X more predictive than traditional interviews because they evaluate how a leader thinks, decides, and behaves under pressure, not just what they say.

For a single executive, typically five to seven business days from kick-off to report delivery. For a full C-suite, expect two to three weeks. We calibrate to the urgency of the situation, particularly for PE clients working within a transaction timeline.

Yes. 95% of leaders report that our assessments accurately reflect who they are, and 96% report increased self-awareness. The process is designed to feel like a meaningful professional conversation and we always debrief the leader on the findings.

Yes. We conduct both selection assessments, evaluating candidates for a specific role, and development assessments, evaluating leaders in their current or future-scope roles to inform coaching, succession planning, or development. The methodology is adapted for each context.

A selection assessment evaluates a candidate against the requirements of a specific role to inform a hiring or promotion decision. The focus is on selecting the right person and determining what they will need in order to succeed once hired. A development assessment evaluates a leader already in a role, or being considered for a larger one, to identify development needs and determine what support would accelerate their readiness for new challenges. The methodology is adapted for each, and the reporting differs because the audience and the decision differ.

It depends on the type of assessment. In a selection assessment, the organization is making a hiring or promotion decision, so we deliver an objective read on the candidate’s capability, fit, risk, and development needs relative to the role. The candidate receives a debrief on the findings. In a development assessment, it depends on the purpose. When the work supports succession planning, the organization usually asks for the findings and we share them. When the purpose is to invest in a leader’s growth more broadly, the leader owns the results. We encourage them to share what they learned and how they intend to apply it with their manager, but what gets shared is their decision.

Our assessments produce insight you can act on immediately, like whether a leader fits a critical role, what the risk factors are, and how to accelerate their readiness once they are in the role. That insight is even more impactful when the rest of your leadership infrastructure is aligned. What we find should shape the development that leader receives and the executive coach they are matched with. Our assessments are never designed in a vacuum, but rather to support your business strategy as a whole.