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EXECUTIVE ASSESSMENTS

FAHNESTOCK & ASSOCIATES, LLC

 

TYPICAL SITUATIONS:

  • Board wants review of top talent

  • CEO scheduled for departure 3-4 years

  • New CEO has taken over—learn about bench strength

  • Demographics--Sr. Leadership nearing Retirement

  • Major restructuring—acquisition, merger, expansion

  • CEO gets excited about the topic through a book, article, report, unexpected loss of talent, or need to do outside hiring for senior talent

  IDEAL NICHE SIZE:  Companies that are:

  • Are profitable and  growing

  • Recognize a need to manage talent

  • Are sophisticated enough to supplement with experience/benefit of consultants

  • Respond to Board governance issues around succession planning/executive assessment

 

BENEFITS OF OUR EXECUTIVE ASSESSMENTS:

  •  Valid, predictive data for use in succession planning and executive selection, movement, development decisions

  • Senior consultant availability, attention, consultation

  • Customization to our organization’s culture and strategic plans

  • Use of national executive norms for external benchmarking referencing

  • Quantum leap in quality of data on which to base placements, succession plans, and executive development decisions

  • Data is reliable over time; doesn’t become obsolete

  • Turnkey, stand-alone project; no need to impact other activities

  • Resources & expertise to accomplish an in depth examination of executive bench strength available in a timely basis for your decisions

  •  “Right person, at the right place, at the right time!”

 

TYPICAL STAGES OF EXECUTIVE ASSESSMENT:
  1. Chief Executive and/or selected members of executive team--up front consultant (e.g., 2 meetings/3 hrs. each)

  2. Assessment Stage

  3. Feedback Stage—feedback to candidate/ executive team member(s)/ and (possibly) Board

  4. Developmental Follow-up

 COMPETITIVE EDGE OF OUR ASSESSMENTS:

  • Senior-level consultants throughout the project, not just the bidding and design process

  • Deep industry experience in financial services, defense industry, and utilities (electric, water, gas, nuclear)

  • A bottom line, strategic-oriented, business focus

  • Valid Results

 To learn more about our state-of-the-art assessment and coaching methods and how they can improve your organization's selection accuracy or your incumbents' performance please respond below.


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Last modified: November 10, 2012