The Leadership Potential Equation™(LPE™) is a scientifically validated, powerfully predictive assessment that transforms the hiring and promoting process by clearly identifying high potentials and aligning their talents to the organization over time.
No other assessment connects current potential to future progression as part of a comprehensive Talent Management approach.
The LPE™assessment's scientifically-validated results show whether a candidate is a match for a specific Role now, plus what the candidate's future success potential is for different Roles, at different Levels, over time.
For example (see chart), LPE™ results show that both Candidate A and B can be successful Supervisors now, However - unlike other assessments - LPE™ results also reveal that Candidate A can operate successfully at the VP Level in the future, while Candidate B is best suited to remain at a Supervisor Role Level.
Invaluable information for selecting and promoting leaders!
Reducing the number of hiring mistakes is critical. High Performing Systems helps companies reduce the number of mis-hires and put lost money back on the bottom line, using a proven system for hiring best-fit leaders at each Level.
The Leadership Potential Equation System™ (LPES) uses a scientific model to select best-fit leaders for each job at each Level. This system differs from other methods by determining current leadership potential as well as potential for growth across time. HPS has refined this system over the last 21 years, saving our clients hundreds of thousands of dollars annually on hiring mistakes.
Choosing the right leader at any Level is difficult. Despite a multitude of “secrets to success,” the real world abounds with examples of the Peter Principle—leaders assigned to Roles beyond their capabilities.
HR Departments and search firms tend to select leader candidates by screening data that are readily available for review—the “tip of the iceberg.” In reality, resumes, performance reviews, references and the like only determine about 10% of a candidate’s potential for leadership success.
What about the other 90% that shows up for work? If you’ve experienced the results of hiring or promoting a leader who did well during screening or who was successful in a prior Role, you might have realized later that a “different person” reported for work. Most HR Departments and leader promotion committees lack the technical expertise to assess the bottom 90% of the iceberg—the Innate factors that traditional screening methods miss.
Prior to contacting HPS, one of our clients had received 150 “qualified” CIO candidates from an executive search firm before a suitable candidate was hired. Another client had screened 72 candidates before filling the CFO position. Search firms tend to choose candidates by screening data that are readily available (resumes, references, interviews, etc.). Many improve results by using some form of testing for personality, work ethic, motivation or other characteristics.
The LPES succeeds by using a proprietary system of assessment and analysis to identify critical Innate factors. HPS has devoted over 21 years to researching leadership Levels and requisite skill sets required at each Level. This in-depth understanding of the skills and abilities required by leaders at each Level combined with the results of the LPES significantly reduces gaps by assessing the “other” 90%.
How many hiring mistakes can your company afford to make in the next six months? Consider the implications of having best-fit leaders at each Level in your organization. Call 706-769-5836 to find out how to get started or Click Here (opens PDF) to learn more.
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