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- Hiring High Performing People Managers
Fairly and objectively assess internal and external managerial candidates for frontline and middle manager roles using and evidence-based and research-backed People Manager Assessment Center to accurately measure managerial performance and potential in a new role.
Because managerial candidates must demonstrate their real-time management skills in a real-world scenario, the simulation combined with psychometric tests predicts people manager success better than any other applicant testing approach.
- Developing High Performing People Managers
Identify evidence-based competency gaps and deliver hyper-personalized individual development plans in the areas of communicating, focusing on the customer, delegating, listening, caring, developing and leading teams, mentoring, coaching, leading change, persuading and influencing, planning and organizing, problem solving, implementing strategies, and thinking strategically.
The combination of psychometric tests (i.e., personality and learning) and detailed people manager competency insights that are customized to align with your unique core competencies, enables highly customized training, targeted learning nudges, and the tracking of micro-behavior improvement over time.
“LSA’s People Manager Assessment Center gave us the trusted insights and powerful analytics that we needed to invest in hiring, promoting, and developing our people with certainty. Having the data helped us to make the right talent decisions.”
Vice President | Fortune 500 Technology Company
People managers impact everything from profits to productivity, employee engagement, and customer loyalty. Unfortunately, 60% of new people managers underperform during their first two years, and 85% receive no training prior to switching into the role of manager. Good people managers are getting harder to find, develop, and retain.
The good news is that the significant people manager failure risks can be prevented with the help of a People Manager Assessment Center that uses proven technology and research-backed behavioral science for:
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- Hiring High Performing People Managers
Fairly and objectively assess internal and external managerial candidates for frontline and middle manager roles using and evidence-based and research-backed People Manager Assessment Center to accurately measure managerial performance and potential in a new role.
Because managerial candidates must demonstrate their real-time management skills in a real-world scenario, the simulation combined with psychometric tests predicts people manager success better than any other applicant testing approach.
- Developing High Performing People Managers
Identify evidence-based competency gaps and deliver hyper-personalized individual development plans in the areas of communicating, focusing on the customer, delegating, listening, caring, developing and leading teams, mentoring, coaching, leading change, persuading and influencing, planning and organizing, problem solving, implementing strategies, and thinking strategically.
The combination of psychometric tests (i.e., personality and learning) and detailed people manager competency insights that are customized to align with your unique core competencies, enables highly customized training, targeted learning nudges, and the tracking of micro-behavior improvement over time.
- Succession Planning for People Manager Roles
When it comes to identifying and developing managerial bench strength, this People Manager Assessment Center helps to better identify high-potentials and measure successor readiness for people manager roles. The fair, objective, and evidence-based approach also removes unconscious bias and personal preference from the succession planning process.
Monitor and compare people managers on readiness in the target role, competency performance, and potential to grow for optimal succession planning. Proactively track the readiness of successors and strategically plan for future talent needs.
People Manager Assessment Center with 0.54 Predictive Validity
The 3-hour “day-in-the-life” assessment places people managers in a relevant simulation of their future role to measure their readiness using live role-players for a realistic simulation experience. Customized capabilities are benchmarked against a global pool of people managers in similar roles to provide additional data points for comparison.
The People Manager Assessment is for frontline people managers who lead teams of individual contributors and middle managers/directors who manage other managers. For executive leaders, please visit leadership simulation assessments for high stakes roles.
Expected Results
On average, managers and directors who follow the assessment-driven development plans:
- improve skills by 11% in twelve months
- are 6 times more likely to be retained
- are 6 times more likely to be seen as a high-performer
- report a 14% increase in engagement
Having assessed over 10,000 people managers in over 40 countries around the world, the manager simulation assessment is available in Bahasa, Dutch, English, French, Korean, Slovak, Spanish, and Turkish.
If you would like to use a proven People Manager Assessment Center to better identify, promote, and develop new managers, mid-level managers, and directors, please contact us.
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