The assessment-based services are designed to identify and develop highly capable and motivated executives in the context of recruitment, promotion or the deployment of executive talent in acquisitions and mergers.

These services consist of two offerings: an in-depth individual assessment programme and an assessment-development centre for 6 or more executives. The individual service is targeted at top and senior executive positions at the general management and department head levels. It would not normally be recommended for positions of lower responsibility. The assessment-development centre is aimed at senior managers and at middle managers who may have higher potential.

The Individual Assessment Service

The individual service consists of a comprehensive battery of psychometric tests, extensive interviews with a Brooklands business psychologist and a seasoned management consultant, a formal presentation by the candidate, and test feedback to the candidate. The client receives a detailed written report, the candidate an abbreviated report, and both a CDrom film of the candidate’s formal presentation.

The assessment report contains:

• an executive summary of strengths, risk areas, position/level fit and key development recommendations
• a description of the ‘rounded person’ including career history, present life situation and career aspirations
• an assessment of the individual’s personal impact, energy and initiative, working relationships, leadership style, thinking style and reasoning ability, and orientation to change
• recommendations for in-company development, mentoring, coaching and formal training, where appropriate

The Individual Assessment Process

• We aim to be in your office within 48 hours of your call to take the brief.
• At that meeting we agree the primary requirements and tasks of the executive position or level. We also ask for a presentation topic you would like us to put to the candidates in the course of the assessment.
• We write up the brief and send it to you for approval and agree the dates and venue for the assessment.
• We will contact the candidates and give them a detailed briefing on the process. Candidates also receive personal assessment questionnaires to be completed in electronic format and returned within a week and prior to the assessment date.
• The assessment takes place over the course of a full and demanding day. On any given day one or two candidates can be accommodated.
• At the end of the assessment the candidate receives feedback on his/her performance on the psychometric tests.
• We aim to complete the assessment report within three working days for one candidate and six days for two candidates.
• At a mutually agreed time our business psychologist will meet with you to deliver the report and discuss the findings. If the assessment is for the purpose of career development this meeting is normally attended by the individual concerned and his/her manager.

The Assessment-Development Centre (ADC)

This service is targeted at the middle to senior executive levels and is particularly useful for identifying talent, providing executives with constructive development feedback, and informing the redeployment of executives in organisational restructuring. The assessment process is designed to work best with groups of six executives but this number may be adapted to suit client requirements. The ADC consists of group and individual simulations of work activities, a situational interview, a battery of psychometric tests, peer assessment, ongoing self-assessment and coaching feedback.

We will train your top executives and senior managers to be ADC assessors who will be intimately involved throughout the assessment-development process. If these individuals cannot be released then we can supply you with trained ADC assessors.

Both you and the candidate will receive a detailed assessment-development report and a CDrom film of the candidate in group discussion.

The assessment report contains:

• An executive summary of strengths, risk areas, position/level fit and key development recommendations.
• A description of the ‘rounded person’ including career history, present life situation and career aspirations.
• Details of the individual’s personal impact, energy and initiative, working relationships, leadership style, thinking style and reasoning ability, and orientation to change.
• Recommendations for in-company development, mentoring, coaching and formal training, where appropriate.

The Assessment-Development Process

• We aim to be in your office within 48 hours of your call to take the brief in person.
• At that meeting we agree the primary requirements and tasks of the executive position or level that is targeted, and we identify group discussion topics that are relevant to the business and the position/level.
• We write up the brief and send it to you for approval and agree the dates and venue for the assessor training and for the assessment.
• We train your chosen executives in the assessor skills and processes.
• We contact the candidates and give them a detailed briefing on the process. Candidates also receive personal assessment questionnaires to be completed in electronic format and returned within a week and prior to the assessment date.
• The assessment and development takes place over the course of two full and demanding days during which the participants receive feedback and coaching from the assessors and the Brooklands business psychologist. On the third day the assessors and psychologist confer and prepare a development report for each candidate.
• We aim to complete the assessment reports within three working days.
• At a mutually agreed time our business psychologist and/or an assessor meet with you to deliver each report and discuss its implications. As the assessment is usually for the purpose of development this meeting is normally attended by the individual concerned and his/her manager.

Follow-up Coaching

The ADC is a complete programme in itself. In addition, clients frequently find that coaching is an invaluable follow-up, whether for the newly appointed executive or for an executive in the company’s succession plan. To provide for continuity in the relationship we aim, when possible, to field as a coach the psychologist who led the assessment.

Professional Development Brochure

Assessment-based programmes
Executive Coaching & Team Development
Chairman & CEO Coaching
Leadership Development events
Outplacement
Outplacement - What we do
Outplacement - How it works
Outplacement and Career Coaching

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Brooklands Executives Limited 80 - 86 Old Street, London, EC1V 9AZ, United Kingdom
Tel:+ 44 (0) 845 643 7382