Executive Assessments Using Simulations

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Succession Planning > Best Practices > Executive Assessments Using Simulations

Executive Assessments Using Simulations
Andreas Klug, HR Consultant, Germany, Member
The success of a company depends on its top managers and executives. Decisions regarding engagements, staffing and positioning in this domain have extensive consequences and strategic impact. Business projects like the introduction of a new product need time. From planning to accomplishing up to the first earnings, months or years could pass by. Therefore, in many cases executives harvest the outcome of their activities considerably time-shifted. Likewise it does not become immediately apparent but time-shifted, whether a new executive is successful and if your engagement decision was appropriate or not. This delay is one of the reasons why a wrong engagement decision can easily cost several annual salaries. So it makes sense to ensure engagement decisions and investments in top managers and executives are right by using individual assessments before you decide if a candidate is capable and will be successful. With rising level of the position, metadisciplinary competencies (e.g. (...) Read more? Sign up for free

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Succession Planning
Summary
Forum
How to Find Hidden Leaders in an Organization
Issues with Leadership Development Programs
How to Make Leadership Training More Effective?
🔥How to Explain the Importance of a Talent Management / Leadership Development Program
Best Practices
Executive Assessments Using Simulations
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Norburn's Match of Company Directors to GOGOs, YOYOs and DODOs
Potential Assessment
Succession Planning in Government Organizations
Leadership Best Practices in Family Businesses
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How to Develop Leadership Competencies?
Leadership or Management Pipeline?
Leadership Pipeline Model Accentuates Vertical Growth
Using Co-creation for Leadership Pipelining
Leadership Pipeline is a Useful System of Progression
Implementing the Pipeline
Succession Planning for the CEO


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