The events of 2020 have served as a catalyst for change in many areas of our lives. As individuals, we have been forced to think, act, and interact with one another differently. As organizations, we are propelled to establish more inclusive, agile, and flexible workplaces. Making such adaptations at an accelerated pace is no small undertaking and falls heavily in the hands of organizational leaders, and a nimble response will separate leaders who thrive from those frozen in the headlights.
In the future of work, which has gotten here more quickly than most anticipated, the leadership skills that were traditionally important are still important; however, leaders now need to acquire new skill sets and sharpen those they already have.
This includes learning to manage teams in nontraditional work environments and demonstrating inclusivity, resilience, emotional intelligence, adaptability, and empathy. Thus, it is imperative for organizations to assess and hire wisely and develop the skills of their incumbent leaders so they are well-armed for turbulent times.
Hiring Wisely at the Executive Level
Given the weight that is placed on executive-level leaders’ shoulders and the significance of the decisions that are theirs to make, it is crucial to have full confidence in a candidate when extending a job offer. Such assurance can be gained, in part, by leveraging an executive assessment process that incorporates a battery of well-researched, valid assessments (also called psychometric tests) and an assessor who integrates the assessment results.
Through the executive assessment process, which often targets cognitive ability, personality, and learning agility, light is shed on candidates’ natural tendencies at work, along with their strengths, leadership derailers, and potential developmental opportunities.
Furthermore, as a result of the assessors’ building relationships with (and growing knowledge of) the organizations. . .
Source: HR Daily Advisor