Kaisen Consulting - occupational psychology. Experts in leadership assessment and development, people centred change, selection methods design and training, performance management, team building, and people measurement.   what we do - leadership assessment    
   

We use psychological assessment techniques to predict how well people will fit into jobs, teams, organisations and cultures and to diagnose precisely how they can 'raise their game'

 

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> the assessment of potential

> what we do:

  • We undertake assessments for succession planning purposes, for 'talent audits' or as a precursor to coaching
  • We undertake assessments where development is the major focus and where the retention of key players is an issue

> development centres

> what we do:

  • We design and run Development Centres which help predict people’s future performance in a number of different types of role
  • We design and run Development Centres using work-based simulations to identify and develop people for specific roles

> recruitment assessments

> what we do:

  • We carry out assessments as part of due diligence or post merger activities where time is short and rapid feedback is needed
  • We undertake external recruitment assessments where an independent audit of candidates put forward by search firms is required
  • We carry out internal selection assessments to compare candidates with very different experience


  
     

 

  
  • We predict how people are likely to behave across a wide range of situations
  • We assess people's underlying psychological skills and motivation, not just what’s on the surface. This means that we are able to predict people's capability and potential against the demands of a number of future scenarios, including roles in totally new markets or environments
  • We provide a precise picture of the strengths and risks of your leadership population
  • Our approach allows you to ensure that the supply of leadership capability is sufficient for the demands of the business. By 'pooling' individual information, it is possible to identify where the leadership is strong, where there are 'capability gaps' and to understand the implications for the delivery of the business' goals
  • We reliably 'benchmark' leaders across diverse businesses and geographies
  • We have a database of assessment data from over 10,000 international senior managers. Because we always measure the things which underpin leaders' capability, we have a consistent database of information which allows us to 'benchmark' leaders reliably across businesses, sectors and locations
  • Our approach increases the return on development spend
  • Our development interventions address the exact 'psychological barriers' to effective performance. Different development activities can therefore be used, depending on what precisely is preventing a manager from demonstrating the desired leadership behaviour. The implication is that development spend can be targeted where it will have the greatest and most rapid returns