Improvement through Evaluation
Being able to rely on a solid and efficient managerial structure is a crucial challenge for a company. In order to be able to implement relevant development actions that will be perfectly adapted to the manager's problems and enable him/her to be more efficient, we carry out a diagnosis of his/her managerial skills.
Developing the managerial potential within your company is not that simple!
How can you evaluate a manager’s skills and improve their performance? How can you support a manager with potential?
What should you do when faced with a manager who does not adapt their management style to situations or individuals, or with a leader who has difficulty evolving in their functional and project relationships? These are all questions on which we support you.
Decision making, stress management, communication & relational skills, team spirit, result-oriented… Assessment makes it possible to objectively evaluate a mangers’ level of management skills and to understand the gap in skills compared to what’s required for the position. With this understanding, you’re able to compare to what is expected of this level of management to ensure you’re reaching the expected targets.
An assessment is a powerful tool that enables the evaluated person to “become the best they can be”, so they’re confident and efficient in their role as a manager, via:
Assessment is also a tool for deciding to appoint a manager, from the different candidates seeking management positions, in the context of internal mobility, for example, reorganisation, transformation or merger.
For your managers’ assessments, ConvictionsRH offers you a method based on a detailed analysis of behavioural skills, through 3 complementary tools that allow you to ensure the most accurate and objective assessment:
Personality is the reflection of the potential that a person will put at the service of his work. These are stable characteristics that influence behaviour. Values are the driving forces of a person, they influence their expectations, guide attitudes and therefore impact their performance. These factors will make it possible to determine an individual’s behaviour and action in order to achieve objectives. This test makes it possible to identify a manager’s professional behaviour and adaptability to a role or position, to define their management style, to identify the environment in which they will perform best, and to determine the skills to be developed for optimal performance.
Through an extended interview, exchanges are carried out to refocus the analysis on the key skills expected in the manager’s position. The structure of the questionnaire, around the skills defined prior to the assessment, facilitates exchanges on professional practices in line with the position held by the manager. The questions encourage spontaneous and concrete answers. In addition to validating the individual’s perception of their skills, this interview helps to challenge them on work behaviour and provides an overview of their motivational drivers (which will be compared to the test results).
Role-playing exercises make it possible to observe the manager’s reactions in concrete terms, and thus to corroborate or adjust the analyses. These exercises are complementary and enable you to test different behavioural skills; they highlight, in particular, the ability to manage a situation under pressure, analytical skills, decision-making skills, responsiveness, delegation, etc.
The purpose of the feedback with the manager is twofold:
More than the quantified results, it is the messages delivered that are key because they are the drivers of individual development. They must therefore be adapted both to the needs of the organisation and to the individual’s capacity for development.
Following this individual feedback, which is a time of awareness and appropriation, we organise a three-party interview to facilitate a real exchange with the hierarchy. This three-way dialogue is essential to create a consensus around the diagnosis and to validate / refine the proposed action plan.
When the assessment is intended to be a tool to assist in making decisions on an appointment, there may be no restitution. This is studied on a case-by-case basis depending on the context of the intervention.
Depending on the number of managers assessed, we have the ability to design an assessment centre for you, with cases adapted to the business lines and context of the company.
After the assessments, we can support the managers with individual coaching in order to work on specific objectives, defined in collaboration with the manager’s manager.
From a development perspective, we can also offer you 360 assessments that are not evaluations but that allow you to assess managerial skills through the perception of the hierarchy, peers and subordinates.
HR Convictions allows you to have an objective and fair opinion on the strengths and areas for improvement of one or more managers but also:
As part of a decision-making tool, you benefit from factual, concrete and objective elements to support your thoughts on your mobility choices.