The Role of Assessments in Succession Planning

According to SHRM, “succession planning is an important talent management strategy to help identify and foster the development of high-potential employees.  Succession plans focus on positions that are the most critical to the future needs of the organization” whereby “the goal is to ‘keep talent in the pipeline’ and have people in place for future roles in the organization.”  Assessments can play a crucial role by providing an objective way to evaluate potential leaders, identifying their strengths and blind spots, and determining their readiness for future leadership roles, thus allowing organizations to make informed decisions about who to develop and promote based on merit rather than personal biases. So, what types of assessments should be used in this process?

Cognitive Ability Assessments.  

Leading research1 has shown “General Mental Ability” (i.e., Cognitive Ability) to be the number one predictor of success in jobs.  Simply put, cognitive ability is the brain’s ability to undertake core tasks such as thinking, learning, and reasoning.  In succession planning, a cognitive assessment measures critical thinking and reasoning logic related to on-the-job performance.  Various research studies have indicated that cognitive ability predicts job performance two times better than job interviews, three times better than work experience, and four times better than the person’s education level.  Assessments which have a Cognitive Ability component are critical, not only for succession planning purposes; but for initial selection purposes as well.

Occupational Interest Assessments.  

It’s often been said, “just because someone can do the job doesn’t necessarily mean they want to do the job”.  Dr. John L. Holland’s theories on occupational interests propose that people can be categorized across six personality types based on their interests; suggesting that individuals are most likely to find satisfaction in careers that align with their dominant personality type and work environments that reflect those interests.

Behavioral Traits Assessments.  

Behavioral traits or preferences help define who we are and how we typically behave in the workplace.  Behavioral Traits assessments are typically used to assess one’s suitability for a specific role by analyzing how that person responds to various situations to predict their future performance on the job.  

Multi-rater Assessments.  Muti-rater or 360-degree feedback assessments provide a comprehensive view of an individual’s performance from multiple perspectives – their boss, peers, direct reports, and (when appropriate) others such as clients or vendors.  This multi-rater feedback ensures that potential leaders are evaluated not just by their superiors but also by those they work with and lead.  It also provides a more holistic understanding of the candidate’s leadership potential, interpersonal skills, and organizational impact.

Summary.  

Our PXT Select assessment encompasses the three critical components of Cognitive Ability, Behavioral Traits, and Occupational Interests and can be used in the succession planning process.  One of the PXT Select’s available reports (the Multiple Positions Report) shows how aligned an individual is to different positions in the organization that may be part of his or her career path.  Managers can then use the report to help the employee prepare for future roles.  Another of the available PXT Select assessment reports used for succession planning is its Leadership Report which includes an individual’s potential leadership strengths and challenges, as well as customized questions that can be used to interview the individual or analyze their leadership potential.

Our Profiles CheckPoint 360o is a multi-rater assessment which focuses on core competencies such as Communication, Leadership, Adaptability, Relationships, Task Management, Production, Development of Others, and Personal Development.  Our Genos Emotional Intelligence 360o focuses on Self-Awareness, Awareness of Others, Authenticity, Emotional Reasoning, Self-Management, and Inspiring Performance.  Either one (or both) of these assessments can be used in the succession planning process since both identify gaps in an individual’s performance.

By integrating these types of assessments into your succession planning efforts, organizations can prepare a new generation of leaders who are equipped to navigate the complexities of today’s business landscape while ensuring long-term organizational success.  We’re here to help, reach out to us at [email protected] or call us at (248) 388-0697.

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1 “The Validity and Utility of Selection Methods in Personnel Psychology: Practical and Theoretical Implications of 85 Years of Research Findings” by John E. Hunter, Michigan State University and Frank Schmidt, University of Iowa – Psychological Bulletin, 1998