Our multi-dimensional assessment methodology and technology has been a cornerstone of our practice for over twenty years. We evaluate talent, organizations, families, governance – often at the same time. We know which data is significant but more importantly, we are expert in making your data actionable.

We created our next generation modeling technology because we wanted to have bigger conversations with our clients than existing techniques allowed. This technology powers both our SuccessPrint™ and Dimensional Candidate Selection.

Our advisors hold certifications in the Caliper Profile™, HR Chally Instrument™, Myers-Briggs Type Indicator™, EQ in Action Profile, Hogan Judgement Assessment, Center for Creative Leadership’s Benchmarks™ Instrument and Corporate Development Group’s Culturetek™.

SuccessPrint™
Comprehensive Succession Assessment

Is there a way to objectively assess with predictive accuracy which successor candidate best fits the role? More and more family-owned businesses are turning to descriptive and predictive assessment tools to find these answers. These tools are not new. Simply put, assessments have been helping companies make better hires for several decades. Family-owned businesses face many challenges and considerations as owners consider transition and succession plans. Proven descriptive and prescriptive assessment instruments provide a rational basis for creating a succession candidate pool. If owners decide that their heir or heirs are the candidates to be considered, the SuccessPrint is tool of choice.

Delivery methods include digital, print, and information system interface.

Candidates can be viewed through any and all of these lenses:

Behaviors

Competencies

Conflict Modes

Empathy

Interpersonal Needs 

Personailty Traits

Psychological Type

Self-Reflection

Self-Regulation

Trust Strategies

Example of a SuccessPrint Engagement

1.  Assess Enterprise Alignment and Talent

Perform in-depth interviews with owner and key stakeholders to document critical organizational, cultural and leadership success factors, to determine long term business strategy for sustained performance of the enterprise as well as strategic human resource management objectives

Analyze data & develop a performance, cultural and competency baseline model

2.  Identify Developmental Gap

Analyze data to determine developmental gap between existing capacity and the baseline model in Step One

Present Baseline Findings and Recommendations to Leadership

3.  Deliver the Success Print™

Develop succession planning steps and timeline for the enterprise

Design a developmental plan for successor(s) and a transitional plan for owner

Design an organizational alignment plan including appropriate role definition of key leaders and other stakeholders

Dimensional Candidate Selection

Includes new hire, promotion, high-potential, best-fit, and minor succession efforts. We offer single evaluations to multi-stage engagements and eveything in between. Candidates can be analyzed individually or in groups (2+) and scaled up anytime.

Delivery methods include digital, print, and information system interface.

Candidates can be viewed through any and all of these lenses:

Behaviors

Competencies

Conflict Modes

Empathy

Interpersonal Needs 

Personailty Traits

Psychological Type

Self-Reflection

Self-Regulation

Trust Strategies

Example of a Multi-Stage Selection Engagement

Every engagement is unique and designed to meet the client’s requirements. This is an example of an engagement design that included a global assessment and talent program.

1.  Assess Business Strategy & Key Executives

SDL assesses the organization’s leadership and staff against the current organization’s strategic plan and organizational structure by using measurement instruments and next-generation modeling technologies.

2.  Provide Feedback to Leadership

We provide feedback regarding key findings on leadership strengths and development needs across the bench.

We provide feedback to senior management regarding our findings and recommendations.

3.  Present Custom Talent Program

We implement a comprehensive talent “flywheel” program that facilitates consistent selection and evaluation process that’s actually aligned with the organization’s mission.

We develop individualized plans for leadership development including specific plans for how the development process should take place over time with alternative methods/approaches when prudent.

4.  Handoff & Review

We ensure an effective transmission of intellectual work product to the organization in formats that best meets the client’s need (e.g. training, information system, digital, print)

We facilitate a structured review of our work and process to account for the success of our mission and to ensure a productive, durable relationship moving forward.