Tailored Selection Assessment Ensures Strategic Executive Appointment at Major Community Health Organisation
The Brief
In 2022, a leading community health organisation in Melbourne sought an assessment partner to support the selection of a high-profile Executive role.
The organisation needed a comprehensive and ethical assessment process to ensure that the best candidate was selected for this critical leadership position, which would have significant influence over the organisation’s future direction and impact on health and social equity.
Improvement in Performance
Studies show that executives who receive coaching report a 70% improvement in work performance, according to the International Coaching Federation (ICF).
Increase in Employee Retention Rates
Companies that offer coaching and transition programs during restructuring or layoffs see a 60% increase in employee retention rates, as reported by the Human Capital Institute (HCI).
Faster Reemployment
Outplacement services and career transition coaching can reduce the time it takes for displaced employees to find new jobs by 50%, according to a study by RiseSmart.
Higher Return on Investment (ROI)
The ICF reports that companies receive an average return of A$11.85 for every dollar invested in executive coaching.
The Process
Future Leadership partnered with the organisation to deliver a comprehensive battery of assessments for several competitive candidates. The assessments were designed to evaluate various key attributes, including:
- Day-to-Day Leadership Approaches:
Assessing how candidates manage leadership responsibilities, relationships, tasks, thinking, and adaptability in their daily work. - Under-Pressure Tendencies and Behaviours:
Evaluating how candidates respond to high-pressure situations and manage stress. - Underlying Values and Motivators:
Understanding the core values and motivations that drive the candidates’ leadership style. - Cognitive Ability:
Testing candidates’ problem-solving skills and ability to adapt quickly when under pressure. - Emotional Intelligence:
Measuring candidates’ capacity to understand and manage their own emotions, as well as those of others.
Findings from these assessments were summarised in concise, two-page reports for each candidate, with tailored questions for the next interview or reference check. To ensure best-practice candidate care, all candidates were offered complimentary debriefs with a Future Leadership Psychologist, regardless of the outcome of their application.
Future Leadership's Average Participant Indices Across Capability Assessment Clients
43% Increase in Self Awareness
Individuals’ awareness of motives, values, strengths and development needs
27% Increase in Motivation
Individuals’ motivation to apply learning, insight and further develop
29% Increase in Confidence
Individuals’ confidence in their abilities and impact as a leader
32% Increase in Role Clarity
Individuals’ clarity around success factors associated with their role
The Outcome
The selection assessment process was seamless and well-received by both the client and candidates. Candidates appreciated the opportunity to close their assessment experience with a debrief, and feedback from the client was highly positive.
The process ensured that the organisation could confidently select a candidate who not only met the technical requirements of the role but also aligned with the organisation’s values and mission to improve health and social equity.
