What Perspectives™ measures
Our Perspectives™ Assessment Solution is based on years of experience and research into the key determinants that predict leadership success. The four identified domains – Potential, Competencies, Motivators and Derailers – together form our Perspectives™ Assessment Model.
In addition to predicting differences in performance and potential, these four domains are correlated with key organisational outcomes, including employee engagement, retention, productivity, and discretionary effort and commitment.
Together, these provide four distinct perspectives to ‘see’ which individuals will succeed in which roles and at which organisational level.
Potential
the psychological capabilities required for success
Competencies
the behavioural skills required for success
Motivators
the values and preferences associated with the degree of fit between an individual and organisation
Derailers
the counterproductive risk factors that can cause difficulties for otherwise successful people
What Perspectives™ delivers
Our Perspectives™ Assessment offers a unique and targeted approach to assessing individuals across the talent lifecycle. Powered by our digital talent platform, the process comprises three components: a success profile, an assessment of the four Perspectives™, and reporting outputs tailored to talent management applications at each level of an organisation, including leadership selection and development, high-potential identification, succession, talent pool identification and professional development.
While we recommend all three elements of the Perspectives™ Assessment process, not all talent needs require the development of a success profile. In these cases, the assessment and reporting components are entirely adequate as a talent solution.
| Level | L1 Leading self |
L2 Leading others |
L3 Leading leaders |
L4 Leading a business |
L5 Leading the enterprise |
|---|---|---|---|---|---|
| Roles | Individual contributors (graduates, technical apprentices) | First line leaders and middle managers (technical specialists) | Function heads and senior middle managers (senior technical specialists) | Directors, partners and executives (technical experts) | Directors, partners and executives of a group of multiple organisations (technical executives) |
| Scope | Potential Competencies Motivators Derailers |
Potential Competencies Motivators Derailers |
Potential Competencies Motivators Derailers |
Potential Competencies Motivators Derailers |
Potential Competencies Motivators Derailers |
| Format | Online psychometric assessment | Online psychometric assessment | Online psychometric assessment plus 90-minute interview | Online psychometric assessment plus 120 minute deep-dive interview | Online psychometric assessment plus 160 minute deep-dive interview |
Best uses
- Leadership selection and development
- High potential identification
- Succession planning
- Talent pool identification
- Professional development
Key features
- Assesses the potential of leaders and talent to succeed, progress and develop
- Explores the four domains of potential, competencies, motivators and derailers in one holistic assessment
- Completed online in approximately 90 minutes via our secure Enable platform
- Customisable through success profiles
- Benchmarks and comparisons against graduate, working population and leadership norm groups
- Cost-effective and scalable across a business
Success story
Perspectives Assessment in action
Challenge
To deliver against high-growth plans, an aviation business needed to understand and define what ‘great’ looks like at each leadership level of the organisation, assess leaders against this benchmark and develop leaders based on the identified gaps.
Approach
Through our Perspectives™ Assessment, we developed verified success profiles at every leadership level, based on internal stakeholder input and industry expertise. These determined the critical and important indicators of potential, competencies and motivators for each leadership level. Leaders were then assessed and compared against these success profiles to determine level of fit as well as potential development opportunities.
