An assessment for a specific role is not meant to reassure.Nor to confirm a decision already made.Nor to “objectify” a political choice. When used this way, it becomes manipulative. A good assessment does not answer:“Is this person good or bad?” It answers:“In this specific context, with these particular challenges,what are the strengths, weaknesses… and the key risk areas to anticipate?” It is not a verdict.It is a tool for clarity. Organizations that use it well are not looking for perfect profiles.They seek to limit risks and provide objective reasons to candidates regarding their selection or non-selection: • an appointment that weakens a team• a role that harms a leader• a decision that cannot be corrected later A useful assessment does not secure a person.It helps benchmark multiple internal and/or external candidates. It secures a decision. Through the combined perspective of its Executive Search consultants and coaches, role plays, and personality assessments, the Fitch Bennett Partners Assessment Center provides an objective and effective solution to support the development of your managers and organizations.
