Leadership profile and style
Leadership and communication style, blind spots, value added to the team, primary talents and cultural fit.
Leadership Assessment
More than a technical analysis of instruments: a systemic, in-depth reading of the professional, connected to the context and challenges of the business.
What is leadership assessment?
Leadership assessment is the structured evaluation of a professional or group to support development, mobility and succession decisions. WePeople's Integral Assessment connects career history, experience, competencies, motivations and potential to the business context and delivers an integrated view of fit, potential and readiness, with concrete guidance for the decision.
Who it is for and when
When a people decision is too important to make on gut feeling
Talent management is about value creation and risk management, not back-office work. Assessment turns perception into criteria. According to DDI, 54% of companies that use assessments report a strong return on investment.
Signs your company needs this
- Promotions and successions decided by perception or proximity.
- A new strategic cycle requires knowing who is ready to lead it.
- Mergers, acquisitions or restructurings call for fast decisions about leaders.
- Investment in development without clear individual direction.
What we analyze
Four dimensions, one integrated view
Learning agility
Decision-making in complex situations, adaptability and responsiveness in ambiguous contexts.
Emotional and relational intelligence
How they handle pressure and stress, self-confidence, assertiveness and independence.
Career motivators
The environments where the professional best unlocks their potential, and how they engage with challenges.
How we do it
Seven steps, from alignment to business value
Reference timeline: about eight weeks.
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Project alignment and context
Objective, success criteria, schedule and agreements on confidentiality and use of information, with the sponsor and HR.
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Building the assessment benchmarks
With the leaders of the positions being assessed, we define the challenges of each role and the key competencies that guide the process.
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Communication and engagement with participants
Kick-off, explanation of the process and of ethics in data use, and trust building.
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Individual interview and questionnaires
In-depth biographical interview, competency-based analysis and a review of career intentions.
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Pre-work for the debrief
Reflection material and self-assessment to make the most of the session.
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Debrief and IDP
A contextualized debrief and a co-created individual development plan, with milestones and metrics.
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Executive debrief and business value
A cross-analysis of the group's profiles, potential, readiness, risks and gaps, with recommendations for leadership, succession and development.
Expected results
What changes in the business
Talent decisions with rigor
Visible succession risk
Targeted development
Better-prepared managers
Proof
Volkswagen Caminhões e Ônibus
The company wanted to strengthen its succession pipeline by identifying high-potential leaders with depth and confidence. WePeople applied the Integral Assessment and guided executives to use the results in the ongoing development of their teams.
See the case studyFrequently asked questions
Leadership assessment in practice
What is a leadership assessment?
It is a structured evaluation of a leader or group across several dimensions, using instruments and interviews, to inform development, mobility and succession decisions.
What is the difference between assessing competency and potential?
Competency reflects what a person delivers today. Potential reflects the capacity to take on greater complexity and career moves. The Integral Assessment looks at both: the current stage and future potential.
How does assessment support succession?
It shows leaders' readiness for critical positions and the succession risks, with individual debriefs and a consolidated map of the group.
How long does an assessment take?
On average, eight weeks from initial alignment to the executive debrief. The timeline varies with the scope, the number of participants and the depth of the assessment.
Let's talk about your scenario.
Tell us about your culture, performance or leadership challenge. We will get back to you with perspectives that apply to your context.
Get in touch