In this white paper, George Klemp describes five scenarios in which a rigorous executive assessment process can help ensure that organizations have the right talent to feed their leadership pipeline.
Download the Whitepaper by George Klemp

The most effective way to reduce the risks of “organ rejection” or the promotion of people beyond their level of competence is a comprehensive, rigorous assessment of the characteristics, capabilities, preferences, aspirations, and leadership behavior of the individual or candidate in question.
Download the Whitepaper by George Klemp

Russell Reynolds Associates, in partnership with Cambria Consulting, has published a series of diagnostic frameworks for assessing “best in class” competencies for key executive roles. You can download the Leadership Diagnostics series here.

• Navigating a Path to Change (2008)
  The changing competitive landscape in the automobile industry has driven a new set of relationship between OEMs and their suppliers, with implications for fundamental leadership changes in the industry that are as relevant today as when this white paper was written.
• The DNA of the Global Health Leader (2008)
  The tremendous change underway within the global health arena demands new organizations and new leadership to fight infectious disease, increase access to medical care and improve timely distribution of therapies. This paper spotlights how to identify leaders who have the range of competencies needed to meet these extraordinary challenges.
• Chief Compliance Officer Leadership Diagnostic (2007)
  In an increasingly regulated environment and with Sarbanes-Oxley in the US, compliance has now become a fundamental focus for corporations worldwide. This paper presents results of over 1,000 interviews with “best in class” Chief Compliance Officers conducted during the past five years.
• Business Services Leadership Diagnostic (2007)
  Heads of business and shared services who can strike the balance of people, process and technology in ways that attract and impress customers and produce scalable, profitable businesses share a universal set of characteristics that distinguish them as best in class.
• Asset and Wealth Management CEO Leadership Diagnostic (2007)
  For firms seeking visionary, dynamic wealth management CEOs to build the next generation of investment and client-service leadership, this report provides a diagnostic framework for assessing “best in class” characteristics across eleven competency areas.
• CIO Leadership Diagnostic: A Path to Best-in-Class Performance (2006)
  Technical skills alone are no longer sufficient to be an effective Chief Information Officer. In addition to these core skills, the world’s leading CIOs, despite different skills and experiences, share a set of key competencies that allow them to run IT strategically like a business.

Read how Cambria developed a solution to address the labor-intensive Managing Director Promotion Process for a major investment bank.

This paper examines the pros and cons of applying assessment center methods for assessing and developing the potential of senior leaders.
Download the Whitepaper by Bernie Cullen and Christa St. Cyr