Conchie Associates has global expertise in the areas of psychometric assessment, top-level succession planning, individual and team optimization, organizational effectiveness and strategic alignment.
We help CEO’s and Boards develop long-term business and leadership strategies that identify opportunities, focus on growth and clearly define value-creation for your organization.
The Conchie Associates Executive Leadership Assessment (ELA) provides a research-based performance prediction of executive leadership effectiveness. Based on comparisons to our global leadership database (n= 58,000+ C-Suite executives) we evaluate individuals and teams against 5 leadership dimensions and 19 more specifically defined predictive leadership performance themes. Careful insertion of our ELA into your selection process can significantly reduce the error rate in hiring decisions.
CEO & Executive selection
Analysis of leadership “bench” strength
High Potential candidate analysis
Individual leadership development planning
Executive Leadership Team development, alignment and optimization
The most effective succession planning requires proactive investment in the long-term development of internal leadership capability. As higher-level vacancies arise, a company can surface numerous highly talented internal candidates who stand comparison against any external candidate field.
Our Executive Leadership Assessment provides the objective measurement and calibration of talent that are essential to this approach. We benchmark the strength of leaders against internal company standards and our external executive database comprising nearly 58,000 global C-suite executives.
COMPANIES BENEFIT FROM OUR ELA TO ADDRESS CRITICAL LEADERSHIP QUESTIONS:
What critical leadership talent gaps might impair the functioning of our organization?
Do we know what capabilities to hire for in future roles?
Do we have sufficient, credible successors for key roles?
Are our next level leaders stronger than our current executives?
Do we have future credible CEO candidates?
The best coaching must develop capability and impact performance. Understanding the demands of your role, your talent and experience places us in a unique position to guide the development and growth of executive leaders.
TYPICAL DEVELOPMENT ENGAGEMENTS MAY INCLUDE:
Clinically assess individuals and provide developmentally focused feedback
Get to know individuals and the context of their leadership challenges and aspirations
Observe individuals in team settings
Provide guidance on the optimization of relationships with direct reports and key partners
Contribute to an individual’s development plan
EXAMPLES OF TEAM OPTIMIZATION ENGAGEMENTS WE HAVE LED:
Identify and address the barriers in team functioning that prevent a team from working effectively together
Assess the psychological and behavioral composition of a team to determine collective ‘blindspots’ and opportunities
Facilitate complex structural reorganization planning and implementation
Develop balanced scorecards and establish objective performance accountability
Address dysfunction between the CEO and leadership team and their Board of Directors
Long-term strategic planning and team alignment
We have spent many years studying the most successful executive teams and identifying factors that are key to their success. We have also studied teams who have failed. By applying our research knowledge of effective team leadership, we help steer a team along the right path, accentuating behavior that drives success and managing behavior that does not.
Each team engagement is different. We have ideas and approaches designed to address many different challenges and opportunities. We deploy a range of carefully researched, proprietary assessment and development tools that are focused on team analysis. Some of these engagements are in-depth and involved.