Leadership in Transition
Understanding the Leadership Pipeline Through Assessment Analytics
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Leaders remain the cornerstone of organisational success, and continue to evolve their practices, skills and approaches to meet the demands of the changing business landscape. The way leaders are assessed, and succession planning pipelines are built, is crucial to effective leadership. In this guide, we examine current assessment approaches and give expert insight into best practices.
Key Takeaways:
- Organisations realise the need to retain and develop their leadership talent – post-hire development is a growing focus, while there remains untapped potential for greater use of assessment within the leadership talent pool.
- The most sought-after leadership skills have largely remained stable – driving results, building relationships, and coaching for performance all remain in the top five most sought-after skills in the past two years.
- Leadership demographics are changing – our data highlights that leaders are now younger when they apply for junior or mid-level leadership roles, having developed or acquired the skills needed for such roles earlier in their career.
The Changing Landscape of Leadership Assessment
The use of talent assessments continues to grow rapidly, with assessment practices expanding beyond junior and mid-level leadership roles into executive tiers.
Organisations increasingly recognise that objective assessment data delivers strategic value at all leadership levels, informing more robust succession planning and providing crucial insights about those steering organisational direction.
Methodology
This guide draws on extensive data from over 750,000 leadership assessments to examine key trends in assessment volume, reveal the most sought-after and overlooked (or assumed) leadership skills and explore how leaders view completing assessments. Our data includes:
- 2000+ leadership skill profiles with close to 300 on Senior and Executive Level
- 100,000+ leaders that have gone through a development process
- 2500 clients assessing leaders across 31 countries
For heads of talent, the imperative is clear. They must attract and hire
exceptional external talent while also identifying and nurturing leadership
potential within their organisation to ensure a sustainable talent pipeline.”
Industry Insights
Different industries face distinct challenges, requiring their leaders to demonstrate specific combinations of competencies and skills. Explore how sought-after talent and skills differ by industry, and how potential overlaps can inform leadership attraction and acquisition strategies.
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