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.
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