LEADERSHIP ASSESSMENT FOR COMPANIES IN TRANSFORMATION
Do you have the RIGHT LEADERS to deliver your strategy?
When companies enter a new strategic phase, success depends less on the strategy than on the people meant to deliver it. We assess, develop and align the leaders who turn ambition into everyday practice.
Leadership assessment & organisational psychology – Finland
THREE SITUATIONS, ONE FRAMEWORK
Whatever situation your company is in.
We start from the situation, not the service catalogue. Each situation calls for its own combination of the three disciplines.
Growth & Transformation
“The strategy is set — but will the right people actually deliver it?”
First, clarity on leadership capability (assessment); then targeted hiring for the missing key roles (search).
Restructuring & Realignment
“The change is decided — separate fairly, quickly, without reputational damage.”
Dignified transitions for departing leaders (outplacement) and an objective re-assessment of the remaining team.
Where-We-Stand & Renewal
“The effort is there — but results still trail the ambition.”
An honest read on leadership (assessment) shows where to build (search) and where to realign (transition).
THE WORKING MODEL
Leadership Development Journey
A structured, evidence-based decision framework — from strategic alignment to clear recommendations.
01 Strategic Alignment
With leadership and HR we clarify the strategy, transformation goals and the leadership behaviours required to deliver them — creating a transparent, shared assessment framework.
02 Leadership Assessment
Selected leaders are assessed using scientifically validated tools and psychologist-led interpretation. Each participant receives individual feedback.
03 Aggregated Insights
At organisational level, results are synthesised into an anonymised leadership picture — strengths, risks and development priorities in relation to the strategy.
04 Targeted Development
Around shared development themes, leaders work in small groups and peer reflection. The focus is on practical leadership behaviour.
05 Recommendations & Follow-up
Clear recommendations for development, succession and leadership focus — supporting informed executive decision-making.
When is this journey most valuable?
Most valuable when…
- HR and executive leadership want a shared, objective basis for decisions.
- A new strategy, CEO/COO or leadership team has been selected.
- The company is scaling, entering new markets or restructuring.
- Despite real effort, results trail the ambition.
- Leadership roles and expectations need clarifying.
Who this is for
Who we work with
- HR and executive leadership jointly own development
- Companies with ~100–5,000 employees
- Multiple leadership layers, distributed decisions
- Active or upcoming strategic transformation
THE DIFFERENCE
Why this journey is different
Scientifically grounded
Validated methods, not opinions — how leaders react under pressure becomes visible, not just their best behaviour.
Psychologist-led
Data is translated into relevant insight by psychologists, not an algorithm.
Strategically anchored
Leadership is assessed against future demands — never in a vacuum.
One coherent process
Assessment, development and decision support in one framework — across borders.
AN ESTABLISHED PARTNERSHIP
One network, one integrated approach.
Connected through the PRAXI Alliance — with consistent quality across borders.
Schlagheck + Radtke
Executive Search & Personalberatung · Germany
HRS Advisors
Leadership Assessment & Org. Psychology · Finland
Careertopia
Career Transition & digital talent infrastructure
PRAXI Alliance
International executive search network · 35+ countries
Member of the international PRAXI Alliance network (35+ countries)
FREQUENTLY ASKED
What leadership teams ask us
What happens with the results?
Is this an evaluation?
What makes this different from other tests?
THE TALENT TRIANGLE
Three disciplines that trigger one another.
The Talent Triangle connects three interdependent disciplines — executive search (recruiting), leadership assessment, and outplacement/transition. In any business situation, demand arises in at least one of the three disciplines, and each triggers demand in the others. Assessment is the hub that connects recruiting and transition.
Each discipline triggers the next — in every business situation, demand arises in at least one.
Assessment sits at the centre: relevant in all three situations, turning data into decisions — the hub that connects search and transition.
Assessment — the elevated hub
Recruiting / Executive Search
Outplacement / Transition
LEADERSHIP ASSESSMENT FOR COMPANIES IN TRANSFORMATION
Ready for the next step?
If you are preparing for a strategic shift or navigating a critical phase, let us start with a brief, confidential conversation.