Your Hiring Decision
Decision on which Executive Assessor or Coach to Hire: Ten Key Criteria​
CONTEXT: Do they take the time to understand your broader strategic, organizational, and cultural context?
CUSTOMIZATION: Do they aim to customize the project in accordance to your unique needs? Are they wedded to an “off-the-shelf”, “one-size-fits-all” process or model?
QUALIFICATIONS: Are the consultants/coaches truly qualified, in terms of “real-world” experience, academic degrees, assessment/coaching certifications, etc.? (In these “unregulated” areas, some vendors might try to sell beyond their abilities, credentials, and experience).
POINT OF CONTACT: Are you meeting with the “front-end seller” vs. the individual(s) who will actually perform the work? (The actual assessors/coaches [tasked to do the work] may have far less professional experience and qualifications than the point person).
FLEXIBILITY: Does they have flexibility in terms of schedule, including being available 24/7? (Is there a willingness to travel and conduct work “in person” beyond simply working remotely?).
C-SUITE BACKGROUND: Do they have a deep understanding of the C-suite environment? (Are they highly experienced in working with top executives?).
CROSS-CULTURAL AWARENESS: Are they experienced in working globally, cross-culturally or with diverse populations?
SPECIALIZATION: Are they simply generalists in focus or are they truly experts in the assessment space?
DATA-DRIVEN: At the outset of a project, do they recommend that data be collected via valid and reliable instruments/methodologies?
CHEMISTRY: Do you have “chemistry” with them? (Might they be a true “partner” who also demonstrates that they also have “skin in the game”?)