For leaders participating in the work
You should know why you are here and what to expect.
Organizations ask leaders to participate in assessment and feedback for different reasons. You may be considered for a role, included in succession planning, receiving development support, or helping the organization understand a leadership question.
Before you begin, we will explain why you have been asked, what the work includes, who may receive information, and what you will receive afterward.
Why you may be asked
The reason should not be a mystery.
Most of this work begins with one of four situations.
Being considered for a role
Your organization may be making a hiring or promotion decision.
They may want another perspective before deciding whether the role and the person are a strong match.
Succession planning
You may be one of several leaders participating.
The organization may be trying to better understand its leadership bench, future options, and development needs.
Development or feedback
The purpose may be to give you useful insight.
The work may help you understand your leadership patterns, your impact on others, and where to focus your development.
A leadership question
Something may have changed or may not be working as expected.
The work can help clarify whether the issue involves the role, expectations, relationships, the surrounding organization, your leadership, or some combination.
What you may be asked to do
The work is usually straightforward.
Depending on why you have been asked to participate, the work may include one or more of the following.
Complete assessments
You may complete questionnaires or problem-solving exercises.
The assessments will be selected for the reason you are participating. You will receive instructions, timing, and contact information before you begin.
Talk with me
We may have a structured conversation about your experience.
We may discuss decisions you have made, how you work with others, and how you respond when the demands of a role change.
Participate in feedback
Feedback from colleagues or stakeholders may be included.
When understanding leadership impact is part of the work, we will explain how feedback will be gathered and used before anyone is asked to provide it.
Review the results
A debrief may be included in your work.
If it is, we will discuss what the information suggests, what it does not establish, and what may be useful to consider next.
No single assessment, conversation, or comment determines the conclusion.
Who sees what
This depends on why the work is being done.
There are two basic situations. Before you participate, we will tell you which one applies to your work.
When the work is for your development
We will explain what is private.
If your manager or another person in the organization will be involved, we will explain in advance what may be discussed and why.
When the work helps your organization make a decision
Relevant information may be shared.
We will explain what may be shared, who may receive it, and how it relates to the decision before you participate.
What you receive
We will tell you what comes back to you.
This may include a debrief, written summary, development plan, or other materials. Not every type of work includes the same participant materials.
Read Ethics & ConfidentialityBefore you begin
Ask if anything is unclear.
If Think Hard Solutions has invited you to participate and you have questions about the purpose, the process, who may receive information, or what happens afterward, contact us. We will tell you what applies to your specific work.
Ask about the process