Prepromotion
Pre-promotion assessment is highly recommended and very beneficial for both those who receive the promotion and those who do not if used appropriately. As with selection assessment, the appropriate assessment must be chosen, and it is highly beneficial to use the same tools across the organization both for consistency and for overall alignment as well as for creating a “bank” of leader profiles across the organization. The tools are then mapped to the organization’s leadership competencies. The table below is an example of leadership competencies mapped to the two CPI assessments:
| Business Acumen | Intellectual Efficiency (Ie) | Conceptual Fluency (Cf) |
|
• Has the knowledge and ability to think critically and make profitable business decisions |
Identifies the degree of personal and intellectual efficiency that the individual has attained | Identifies people who deal easily with abstract and complex concepts and who believe in their own talent |
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• Understands organizational vision, strategy, and goals • Understands organizational policies, procedures, and legalities concerning both operations and human resources • Knowledgeable in current and possible future policies, practices, trends, technology, and information affecting his/her business and organization • Understands the marketplace, target market, and customer demographic • Is aware of how strategies and tactics work in the marketplace |
Once the assessment is mapped to the leadership competencies, it can be used in conjunction with the interview process, reference check, 360-degree survey feedback, and employee evaluations. Then, the final candidate is chosen and placed in position. Now, here’s how this process is beneficial to everyone involved. In a best practice organization, all the final candidates will receive feedback from their pre-promotion assessment along with a chance to create a development plan to improve.
For the individual who receives the promotion, we recommend he or she receive three months of coaching based on the results of the pre-promotion assessment immediately following acceptance of the new position. In one organization, we saw turnover for managers reduced from 41 percent down to 10 percent using this process over a two-year time frame. It works! Statistics show that leaders turn over at an average of 40 percent, whether they are front-line supervisors or CEOs, so the Returnon-Investment of this type of pre-promotion assessment and development can be game changing.