Developing Consensus for Success

The challenge: to insure that everyone who is interviewing candidates for a key executive position is using the same selection criteria.

It is typically easy to reach consensus on the functional knowledge, skills, and experience required for key positions. But most final hiring decisions are made on soft criteria: fit with the team, organization, and leadership style.

The Role Expectations Assessment facilitates discussions on these criteria for an executive position and insures that all interviewers will be using the same soft criteria. The assessment uses the same 22 variables as the Leadership Effectiveness Analysis and can be used in conjunction with the LEA.

The Role Expectations can be used in:

• Developing an executive for a promotion
  • Guarantee that the executive and his or her boss are defining the future role with the same characteristics.
• Ensuring the success of an executive new to the organization or to the role
• Develop a common vision among the executive, his or her boss, boss's boss, and other parties including peers, to insure rapid integration and success in the new role.
• Establishing a common position description for a group of executives
  • Ensure that there is common understanding with all executives about the job and ensure each is evaluated on the same criteria.
• Recruiting
  • Develop consensus among internal and external candidates on the requirements for the position to ensure everyone is interviewing for the same position and reducing recruiting costs.
• Succession Planning
  • Define the requirements of the position and, when combined with the LEA, evaluate the strengths and development needs of the candidates.