Leadership Selection & Development

ROI Consulting offers a variety of proven and easy to use assessment methods that provide invaluable assistance in the identification, selection, and development of leadership talent. It is an understatement to say it is costly to hire or promote the “wrong” people into key roles in an organization. It is also a misuse of company resources to focus professional development on areas that are unlikely to show return on investment. The use of assessment services for selection and development will dramatically increase the likelihood that an organization hires the “right” people and maximizes development of high potential team members. It is also critical to succession planning to accurately identify and develop team members that exhibit the qualities and aptitudes that correlate with success for the organization. An ROI assessment will provide a clear picture of a person’s potential, strengths, possible derailers, and areas for improvement. Clients can “mix and match” from our menu of assessment offerings to design the process that fits the organization’s needs and resources. The assessments done by ROI typically include some or all of the following tools:

  • Personality Inventories
  • Cognitive Assessment Tools
  • Motivational Assessments
  • Business and Leadership Simulations
  • Multi-Rater Feedback Surveys
  • Interviews to Assess Past Performance, Organizational Fit, and Role Readiness

ROI’s clients are able to access assessment services through a variety of methods. The most common approach is for assessment candidates to come to ROI offices to be evaluated. But assessments can also be administered remotely through internet, phone, and teleconference interaction. We also have a depth of experience facilitating assessment centers that can evaluate and compare a group of candidates simultaneously. All of our assessments, and the subsequent reports, can be structured around ROI’s leadership competencies. They can also be customized in order to align with a company’s own competencies. The key is to focus on evaluating the knowledge, skills, and qualities that most directly correlate with key business drivers and the overall needs of the organization. Contact Steve Wolinski for more information or questions about Assessment for Selection and Development.