Leadership Simulation Assessments for Key Leadership Roles

“LSA’s leadership simulation assessments for high stakes roles provided excellent insights to help identify and develop the key leaders best equipped to implement critical strategic growth shifts we needed to take our business to the next level.”
Vice President | Fortune 500 Technology Company

“I’m really impressed with the speed and accuracy of your leadership simulation assessment. It was very precise and has helped us to hone in on what truly matters most to develop our top sales leaders.”
Jordi Botifoll | Vice President EMEA | NetApp

Leadership Simulation Assessments to Accelerate Leadership Performance

Leadership is a force multiplier. It shapes financial performance, operational execution, employee engagement, and customer loyalty. Yet the evidence is clear: effective leadership is becoming increasingly difficult to identify, develop, and sustain.

Data from leadership simulation assessments consistently reveal a widening gap between leadership demands and leadership readiness. This is not an isolated finding.

The Corporate Executive Board estimates that 50% to 70% of new leaders underperform or fail within 18 months — regardless of whether they are external hires or internal promotions.
McKinsey adds another dimension: 90% of new executives report they would approach their transition differently if given the chance.

These outcomes are not simply the result of poor selection decisions. They reflect systemic issues — misaligned expectations, insufficient behavioral insight, and limited visibility into how leaders actually perform under pressure.

There is, however, a more precise way forward.

Targeted leadership simulation assessments leverage validated behavioral science, advanced analytics, and artificial intelligence to evaluate leaders in conditions that mirror real-world complexity. Rather than relying on interviews, resumes, or static competencies, these simulations surface how leaders think, decide, and act when it matters most. The result is a far more accurate prediction of leadership effectiveness — and a clearer roadmap for development.

The implications are significant. Leadership failure carries substantial cost — not only in recruitment, onboarding, and training investments, but also in lost momentum, diminished team performance, and strategic disruption. This is especially true for critical roles where replacement is difficult and the margin for error is small.

A more rigorous, evidence-based approach enables organizations to reduce that risk. It allows you to identify high-potential leaders with greater confidence, accelerate readiness for pivotal roles, and intervene early when gaps emerge.

The question is no longer whether leadership failure is costly — it is whether it is preventable.

With the right assessment strategy, you can move beyond reactive talent decisions and build a leadership bench that is both resilient and ready to perform.

Leadership Simulation Assessments for High Stakes Roles with 0.54 Predictive Validity
Each “day-in-the-life” assessment places leaders in a high-stakes simulation of their future or current role to measure their readiness using live role-players for a realistic simulation experience. Capabilities are benchmarked against a global pool of leaders in similar roles to provide additional data points for comparison.

Business readiness assessments target leaders and senior executives.

For High Stakes Leadership Hiring
Traditional hiring methods — including resumes and behavior-based interviews — offer an incomplete view of leadership capability. This becomes a critical liability when evaluating candidates for high-stakes leadership and people management roles, where the cost of a mis-hire is disproportionately high.

Leadership hiring simulations address this gap by creating a structured, scientifically validated, and objective environment in which both internal and external candidates must demonstrate their capabilities in action. Rather than inferring potential from past experiences, organizations can directly observe how candidates think, prioritize, communicate, and lead in scenarios that reflect the real demands of the role.

When combined with psychometric assessment, this approach generates a multidimensional view of leadership effectiveness that consistently outperforms traditional selection methods in predicting on-the-job success.

For High Stakes Leadership Development
Identifying and developing leadership capability for pivotal roles is inherently complex — and the margin for error is narrow when the stakes are high. Traditional development approaches often rely on incomplete data, making it difficult to pinpoint where leaders will excel, struggle, or stall.

Leadership development simulations offer a more precise alternative.

This research-backed approach integrates psychometric assessments — including personality and learning agility — with immersive, role-relevant simulations that reveal how leaders actually perform in context. The result is a nuanced, evidence-based view of leadership effectiveness measured against the specific competencies required for success in your organization.

The output is actionable. Each leader receives a tailored development plan designed to accelerate growth where it matters most. This enables targeted coaching, focused learning interventions, and more efficient allocation of development resources.
For High Stakes Leadership Succession Planning
Building a strong leadership bench is one of the most consequential — and often least precise — talent decisions organizations make. Identifying true high-potential leaders and accurately assessing successor readiness for critical roles requires more than subjective judgment or past performance indicators.

Leadership succession planning simulations bring rigor and objectivity to this process.

This evidence-based approach evaluates candidates against the specific leadership and people management capabilities required for success in your most strategic roles. By observing how individuals perform in realistic, role-aligned scenarios, organizations gain a clearer, more predictive view of who is ready now, who will be ready next, and where targeted development is required.

The structured methodology minimizes the influence of unconscious bias and personal preference, replacing opinion with data. This ensures that succession decisions are grounded in consistent, fair, and defensible criteria — aligned with your organization’s strategy and culture.

Beyond identification, the value extends to acceleration. These assessments enable you to forecast readiness with greater accuracy by mapping current capability against future role demands. Progress can be tracked over time, providing visibility into how leaders are developing and when they are prepared to step into more complex responsibilities.

Validated leadership assessment reports provide details about leadership readiness, performance, potential, skill gaps, bench strength, and suggested leadership development plans.

Expected Results
On average, leaders who follow the assessment-driven development plans:

Improve skills by 11% in twelve months.
Are 4 times more likely to seen as a high-performer.
Are 3 times more likely to experience rapid career growth.
Are 2 times more likely to retain staff.
Report a 14% increase in engagement.

Having assessed over 10,000 leaders in over 40 countries around the world, the leadership simulation assessment is available in Dutch, English, French, Korean, Spanish, and Turkish.

If you would like to use leadership simulation assessments for high stakes roles to better identify, promote, and develop key leadership talent to inform your most important talent decisions, please contact us.

Or check out our Sales Leader Simulation Assessment, Sales Rep Assessment Simulation, Midlevel Director Competency Assessment, or People Manager Assessment Center if you would like to assess your sales leaders, sales team, or people managers.

Related Information

I’ve been associated with LSA for the last 8 years and have found them to be extremely professional and client-focused.

I’ve participated in a number of solutions ranging from Performance Management to Leadership Training. I’ve found the quality to be superior.

They are always well prepared and have definitely done a considerable amount of pre-work in order to customize to our unique culture and goals.

Duane Schroeder
Human Resource Manager

LSA exceeded all my expectations.

We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of leadership solutions.

We were able to design a highly customized, focused, and relevant management training program that fit our unique needs.

Our leaders and managers galvanized as a team and are better prepared for the rigors of a leading their teams in a very competitive and fast-changing market.

Mitch Mandich
CEO

You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution under challenging and ever-changing circumstances.

Thank you for your practical and outcome-oriented approach.

Ted Ramlet
CIO & SVP

Thank you so much for being the right person with the right experience and expertise to lead our Executive Team in re-examining our approach to change leadership.

I’m grateful for how you engaged and challenged us with so many “holy crap!” insights and realizations that we needed.

Jeff Nally
Chief Coaching Officer & CHRO

Having taken on a new executive leadership role, one of my first calls was to LSA Global to help my leadership team to design, implement, and cascade clear strategic plans. First, LSA helped our leadership team identify the strategy, culture, and talent areas that mattered most to create organizational alignment.

Then they helped facilitate the design of a strategic growth plan that is clear, compelling, believable, and implementable. We now have 100% commitment from an aligned leadership team and key stakeholders going forward.

I would recommend LSA to anyone who wants to create high levels of strategic alignment, growth, and performance.

Erik Arvesen
Vice President, General Manager

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

At the onset of our engagement with LSA, I was skeptical that an outside firm would be able to understand and dissect our organization’s highly complex and technical business challenges.

However, through the leadership team interview and strategy retreat processes that LSA utilized, they provided a fresh, innovative, and practical perspective that created tremendous strategic value and focus for our executive leadership team.

As a result, I would highly recommend LSA Global to any leader struggling with building the strategic alignment and high performance teams necessary to generate sales growth, in a way that fits their unique corporate culture.

Robert Laudati
Managing Director

We turned to LSA to help us custom design and deliver a action leadership and management development curriculum to help drive performance across the company.

They have done an excellent job diagnosing the business situation, designing an approach that fits our unique culture, and delivering first class solutions. Thank you!

Sally Buchannan
VP Human Resources

As a high growth agency with cutting edge talent, we hired LSA Global to help clarify our strategy and work with our executive leadership team to help implement strategic changes in a way that made sense for our unique culture.

The work was so successful that we also hired them to coach our key leaders. LSA has been instrumental in helping us transition to a new leadership team and triple revenue. In this age of useless consultants, I highly recommend their practical and business-oriented approach to strategy, culture, and talent.

David Bentley
General Manager

For our go to training outsourcing partner, LSA provides exactly what we want and need – which is not an easy task.

As always, they design and deliver outstanding leadership development results and high quality management training programs that totally align with our unique business and talent strategies!

Elizabeth Siebert
Director, Organizational Excellence & Development

LSA’s executive coach based his approach on understanding our business circumstances and strategy, as well as our leadership aspirations. The customized coaching covered all aspects of leadership; it was not simply a touchy-feely endeavor.

In fact, the focus on clear business outcomes and real life circumstances challenged me as a senior leader to develop my thinking and actions related to leading the business.”

Janet Pagano
Managing Director

We partnered with LSA Global to help us invest in our people. LSA custom designed an impactful management curriculum to help upskill our key managers and leaders.

We consider LSA to be our trusted learning and development partner and a valued extension of our team as we rapidly scale. Thank you LSA!

Lisa Bruun
SVP Human Resources

Thanks for your incredible patience and passion working with our leadership team to create alignment.

Your leadership and executive coaching services have been one of the most effective I’ve ever known.

Debbie Von Raesfeld
Director and HR Business Partner

Working on our HR Strategy was so eye opening. I feel so much better prepared to be successful as a leader individually and collectively.

Now the entire HR leadership team can drive our growth strategy forward in a way that makes sense.

Kristin Talastas
Director, HR Shared Services

We greatly value our relationship with LSA Global.

They focused on understanding our unique culture and helping us to move our strategic priorities forward.

LSA continues to deliver top quality executive coaching, consulting, and leadership development solutions that are highly customized for our unique situation.

I highly recommend LSA Global to anyone looking to greatly improve their leadership, management, and project capabilities.

Bonnie S. Olson
Vice President of Human Resources

FAQs

Leadership simulation assessments place leaders in realistic, high-pressure business scenarios that mirror the actual demands of the role. Instead of relying solely on resumes, interviews, or self-reported traits, organizations can directly observe how leaders think, prioritize, communicate, influence, and make decisions in real time. LSA Global combines behavioral science, psychometric data, artificial intelligence, and live role-play simulations to create a more objective and predictive view of leadership readiness.

Leadership simulation assessments are especially valuable for organizations making high-stakes talent decisions involving executives, senior leaders, directors, people managers, and succession candidates. They are commonly used for executive hiring, leadership development, succession planning, promotion readiness, and identifying high-potential talent. Organizations undergoing growth, transformation, restructuring, or leadership transitions often use simulations to reduce the risk of leadership failure and accelerate readiness for critical roles.

The simulations assess leadership capabilities tied directly to business performance and organizational success. Depending on the role, leaders may be evaluated on strategic thinking, decision making, change leadership, communication, coaching, collaboration, customer focus, execution, emotional intelligence, problem solving, conflict management, and the ability to influence others under pressure. Assessments are customized to align with your organization’s unique leadership competencies and culture.

Beyond selection, leadership simulations provide highly actionable development insights. Each participant receives targeted feedback and personalized development recommendations based on observed behaviors and competency gaps. Organizations use this data to identify succession readiness, prioritize leadership investments, accelerate high-potential development, and create tailored coaching and learning plans. Because simulations benchmark leaders against global peer data, organizations gain a clearer understanding of both current capability and future growth potential.

Organizations that use leadership simulation assessments often make faster, more accurate talent decisions while reducing the significant costs associated with leadership failure and poor succession planning. Research-backed simulations improve leadership selection, increase engagement, strengthen bench strength, and accelerate leadership effectiveness. Leaders who follow assessment-driven development plans are significantly more likely to be viewed as high performers, experience career growth, retain employees, and improve engagement over time.