At Heidrick & Struggles, we’ve spent more than 70 years helping organizations understand and develop the leaders who shape the future. We partner with you to take a deeper look at your people, identifying leadership potential, strengths, and opportunities for growth that align with your strategy.
Our leadership assessment approach is tailored to your context, giving every executive the chance to recognize their superpowers and build on them. Together, we combine your insight into your organization with our expertise in executive assessment and leadership development to unlock the full power of your people and accelerate performance where it matters most.
Evolving leadership expectations
Expectations of leaders are changing and must be reflected in what we measure and how we talk about leadership. Our clients want to know what to look for in their current and future leaders and how this may evolve in the future. In this brochure, learn about our leadership assessment perspective, methodology, and approach.
Leadership Assessment in action
A global technology-products business reached out to Heidrick & Struggles to assess a handful of top leaders as the firm went through a major strategy shift. As requested, we created an assessment solution rooted in the deep data of the Heidrick Leadership Framework but built around their business imperatives and unique leadership language in a way that helped them understand the target leaders’ capabilities and development areas as they were transitioning to the new strategy.
Seeing the value and power of our assessment frameworks and reports, the client engaged us for a digital assessment of nearly 500 rising in-house leaders, using the same frameworks but normed to a younger cohort. The results spoke for themselves: the client used the assessment findings to retain and develop a significantly greater proportion of high-performers than in the past, establish clear succession plans, and fully understand the talent they had in-house and any leadership gaps to fill for the future.
of leaders worry about losing top talent to external promotions
of roles will be redefined or reorganized
employees plan to quit within a year, even without another job lined up