Leadership Assessment and Development by Psychologists
Leadership Assessments
Our work on leadership development includes the design and delivery of assessment and development centres.
Leadership Assessment and Development by Psychologists
Leadership Assessments
Our work on leadership development includes the design and delivery of assessment and development centres.
Table Of Contents
Rated excellent
Examples of our Assessment Centres
Development Centre for 500 staff working in children’s services, adult services and for general business managers
This work involved the design and implementation of development centres as part of a management development programme for the council. Each participant was able to work with the assessors to formulate personal development plans following the development centre. The development centre assessed participant performance on a number of organisational competencies using a range of psychometric tests, in-trays, role-play interviews and group discussions.
Development centre for senior lawyers across the organisation
This development centre was designed to deal with development needs raised through on-going performance appraisal of senior civil servants. The development centre was designed so that it supported the O’Donnal Leadership assessment grid and was also mapped to the Civil Service leadership model. We mapped the leadership framework to the occupational personality questionnaire and supported this by a number of assessed work based projects as part of the development centre.
Development Centre for reappointment of all panel members
This work involved the development and implementation of a development centre for social work professionals. The work started with the development of behaviourally anchored rating scales which where designed to assess all performance criteria. Theses scales were developed in partnership with current officers. The development centre then assessed the performance of each panel member using previous reports, a number of work based exercises, group discussions and psychometric tests. On the last day of the development centre personal development plans were designed for each panel member.
Individuals with autism may not understand the subtleties of recruitment questions and psychometric tests, and reasonable adjustments should be made for this by employers.
People on the autism spectrum, usually make precious employees. However, it is vital that they receive the support and guidance that they need to thrive in any given role. As previously mentioned, people with autism struggle with social communication, sensory issues, and lack of understanding for other people. It is crucial that organisations follow the Equality Act (2010) and The Northern Ireland Disability Discrimination Act when operating with employees with autism.
For more information on these acts, please click the link For more information on working with autistic employees, please click the link Find advice and resources for those with autism looking for work, by clicking this link
Development Centres for staff in adult services, children’s services, education and business managers helping them to develop the skills to progress in their roles.
The development centre included 1 to 1 competence based development interviews, a bespoke in-tray exercise, an Excel programming task, a Word processing task, verbal and numerical reasoning tests, role play activities, a customer contact questionnaire and a policy report. At the end of the development centre career development plans were formulated for each participant.
Development Centres for top civil servants
Using 15FQ personality questionnaire and behavioural exercises (conducted in the desert). Wrote and delivered the engagement strategy to the Abu Dhabi Municipality, and advised on competences and wrote relevant questions relating to same or e-recruitment system, as part of their organisational transformation programme
Development in Residential Childcare Job and stakeholder analysis interviews and focus groups.
This was two projects analysing what made a good residential care worker. From this we developed development centre exercises, an analysis exercise in which participants were required to create an away day for the children in the residential home. Both existing residential care workers and children participated in the design of the development centre and in identifying what made a good residential care worker. From this a 1 to 1 interview simulation was developed were one person acted as a residential care worker and the other person acted as a social worker who had made a complaint in respect of one of their children.
Central Government Development Centre
This project involved the development of bespoke development centre activities for staff at Grades 6 and 5. The activities aimed to test and develop the individual’s abilities to deal with policy and regulation and leadership and management skills as business managers. A bespoke in-tray, group exercise, and panel interview was developed as part of the activities.
Human Resources Business Advisors development centre
The prison service had outsourced much of its HR function, however it needed to ensure that it still had some internal capability at HEO level. We developed competency based 1 to 1 interviews and focus groups in line with the civil service competency framework and the competency framework for the prison service.
Development centres for senior staff in a large private sector organisation
This project involved the creation of development centres for staff working at Head of Service Level. The centre involved the design of bespoke 1 to 1 interviews, group activities, an in-tray, an analysis exercise and small group simulation where the participants had to negotiate a resolution to a security breach.
Development centre in a national private sector organisation
This development centre was part of a national development programme, the development centre used bespoke group activities, presentations, an in-tray that used Excel and Word and Access, verbal and numerical reasoning, a panel based competence based development interview. The development centre concluded with the formulation of individual development plans.