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Selecting & Onboarding Leaders: Insights and Best Practices

Gain valuable insights into the assessment and onboarding of leaders, based on extensive research and interviews with experts from academia, recruitment firms, and leading organizations. Discover common reasons for failure and learn strategies to improve performance.

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Selecting & Onboarding Leaders: Insights and Best Practices

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  1. Selecting and on-boarding Leaders Jon Lurie 12 May 2011

  2. Something about me • I am a Psychologist and an Associate Fellow of the BPS • I have been a management consultant for the past 20 years • I was a partner in a strategy consulting firm prior to setting up Jon Lurie Associates two years ago • I have a particular interest in individual and team assessment and development and am intrigued by why organisations consistently fail in this area (sometimes spectacularly)

  3. Methodology for the research • Extensive desk research • Reviewing literature to identify good practice • Detailed interviews with: • Academics, including Professors from UCL, Insead and IMD • Recruitment firms and assessment providers • Many organisations, including Standard Chartered Bank, Shell, Visa and Santander • My own experiences

  4. Key findings • Assessment should not take place in isolation • It is about assessment, fit and integration • Despite increased sophistication in assessment, results have not improved as we would have hoped • Not all experts agree why and what should be done • Common reasons exist for failure • Not being clear about what success will look like • Not understanding how to work within the context and culture • Not managing key stakeholders, particularly one’s boss • There are things which can be done to improve performance and this report highlights some of them

  5. Questions for further discussion • Has the role of leadership really changed and if so how? • What is the real value of psychometrics and how should they be used? • What is the real value of an external assessment process and how should it be used? • What should be done to strengthen the link between assessment, fit and integration? • What does a great assessment and on-boarding process look like?

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