Leadership assessments, structured evaluations of executives’ behaviours, decision-making, and potential, are a critical tool for Boards, CEOs, CHROs and investors. They minimise the risks of senior appointments, build stronger leadership pipelines, and provide clarity to match leaders with business strategy.
What if your future CEO is already in the building, and you don’t know it yet?
Boards and executive teams are increasingly focused on the same challenge: how to ensure their organisations are not just led well today, but also ready for tomorrow. Hiring senior leaders is critical, but leadership effectiveness cannot be guaranteed at the point of appointment. While many factors drive impact, organisations that actively assess, develop, and invest in leadership capability are far better equipped for sustained success.
This is why leadership assessments matter. They give organisations a clear, evidence-backed view of capability and potential, ensuring today’s leaders can deliver results, while tomorrow’s leaders are recognised and ready to step up.
Why CEOs, Boards and CHROs Use Leadership Assessments
Even the best strategy and capital investment will falter without the right leaders to deliver them. A strong leadership pipeline fuels faster growth, smoother succession, and sharper strategy execution.
Assessments help close this gap, whether evaluating external candidates before they join or by identifying and developing internal talent. They give leaders the clarity to answer three critical questions:
01
Do we have the right leaders for where the business is going?
02
Who is ready to step up, and who needs targeted development?
03
How do we align leadership behaviours with strategy and culture?
The answers directly shape succession decisions, performance outcomes, and the long-term strength of the leadership bench.
What Do Leadership Assessments Measure Beyond the CV?
A CV shows past achievements, but it rarely reveals how someone will perform when challenges change. That’s why relying purely on a executives track record, or gut instinct, can be risky at senior levels.
Leadership assessments dig deeper, uncovering the qualities that shape long-term impact, such as:
Decision-making under pressure – how leaders act with incomplete data.
Strategic adaptability – ability to pivot and lead change.
Emotional intelligence – influencing, motivating, and building trust.
Cultural alignment – matching behaviours with purpose and values.
By surfacing both strengths and blind spots, assessments give Boards and HR leaders the insight to shape development plans, strengthen succession strategies, and set leaders up for sustainable performance.
How Leadership Assessments Deliver Impact
Executive assessments create measurable value at every stage of the talent lifecycle, from evaluating external candidates before they’re hired to developing internal successors. They drive outcomes in three key ways:
The answers directly shape succession decisions, performance outcomes, and the long-term strength of the leadership bench.
01
Strengthening Succession Planning and Hiring Decisions
Every Board faces the same question at some point: “Who’s next?” Assessments take out the guesswork by evaluating both internal talent and external candidates objectively and with evidence. The result is a stronger pipeline, smarter hiring choices, smoother transitions, and greater confidence in leadership appointments.
02
Driving Performance Through Development
By highlighting specific strengths and development areas, assessments form the foundation for personalised growth plans. Leaders get targeted support, rather than generic training, that accelerates performance and maximises their impact.
03
Keeping Leadership Aligned with Strategy
Even talented executives can falter if their style doesn’t match the company’s direction. Assessments reveal where leaders may drift from strategic priorities, enabling course correction before misalignment becomes costly and ensuring the whole leadership team stays focused on shared goals.
Future-proof your leadership pipeline with executive assessments
At Redgrave, our Executive Assessments go beyond hiring. We integrate them into onboarding, succession planning, and leadership development, giving Boards, CEOs, and investors a continuous, evidence-based view of executive potential.
This approach helps organisations:
- De-risk leadership appointments by complementing interviews and references with deeper, data-backed insight.
- Build resilience by preparing future leaders for smooth transitions.
- Sustain alignment between leadership behaviours, culture, and strategic business goals.
For today’s Boards, CEOs and investors, the question isn’t whether to invest in leadership capability, it’s whether you can afford not to.
At Redgrave, we partner with organisations to identify, assess, and develop the leaders who can deliver lasting impact. If you’re ready to future-proof your leadership team, explore our Executive Assessments today.
