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High Performing Executives
Manager and Executive Assessment
The assessment process utilized by Curphy Consulting Corporation has been effectively employed by a variety of organizations as part of a comprehensive selection, succession planning, coaching, and development system.  

The process consists of seven major components:

  1. a thorough review of the requirements and context surrounding the position;
  2. a comparison between work and educational history to position requirements;
  3. three on-line personality assessments (Hogan Personality Inventory, Hogan Development Survey, and Motives, Values, and Preferences Inventory);
  4. two mental abilities assessments (the Wesman Personnel Classification Test and the Watson-Glaser Critical Thinking Appraisal);
  5. an in-basket work simulation;
  6. an in-depth structured interview; and
  7. 360-degree feedback.

Research has shown that these provide decision-makers with valuable information and are some of the best predictors of managerial and executive success.

The information gathered during the assessment process is used to determine what candidates need to start, stop, and keep doing in order to be more effective. It also helps provide clear strength, on-par, and development need ratings on 16 competencies ranging from Thinking Strategically, Driving Change, Fostering Teamwork, Creating Open Communication, Credibility, and Adaptability.

Although this process significantly increases the odds of hiring, promoting, or developing the right people, decision-makers should use the information gleaned from the assessment process in conjunction with other information gathered about candidates before making final personnel decisions.

Costs
Depending on the components included in the assessment process, typical costs range from $3,500 to $12,000 for each managerial and executive assessment.

To see a sample of Manager Assessment Report click here.
To see a sample of Executive Assessment Report click here.

High Potential Identification and Development
Many organizations have poor processes for identifying and developing their high potential talent. In fact, many companies use nothing more than a “Buddy of the CEO or Senior Executive” approach to determine who has high potential. More often than not, the individuals identified using this approach are superb individual contributors, but have unknown or questionable leadership skills.

In a recent engagement, Curphy Consulting Corporation worked with a power company to assess the strengths, development needs, and leadership potential of 30 plant and regional managers.  This information was used to create individual development plans for each manager and to design a series of leadership training programs to shore up skill gaps in this talent pool.  As a result, several plant managers were given expanded responsibilities and others were asked to take different roles in the company.  In addition, these programs have helped to dramatically improve the operations, financial, maintenance, and safety performance of the power plants.  

Curphy Consulting Corporation uses the manager and executive assessment process to assess strengths, development needs, and leadership potential of candidates in a high potential talent pool. This information is used to determine continuing participation in the talent pool and to create customized leadership training and action learning workshops for high potential candidates.

To see a sample of High Potential Identification and Development Report click here.

Curphy Consulting Corporation worked with a power company to assess the strengths, development needs, and leadership potential of 30 plant and regional managers.  This information was used to create individual development plans for each manager and to design a series of leadership training programs to shore up skill gaps in this talent pool.  As a result, several plant managers were given expanded responsibilities and others were asked to take different roles in the company.  In addition, these programs have helped to dramatically improve the operations, financial, maintenance, and safety performance of the power plants.

Executive Coaching
The executive coaching programs at Curphy Consulting Corporation help managers and executives build high performing teams of direct reports and improve business performance. For example, at the time of the coaching engagement, Bill was the President of the largest division of a big box retailer in the southern United States and was responsible for a $5 billion P&L. Bill was a very charismatic and strategic leader, and people generally liked working for him, but he had some rough edges. First, he did not have a clear successor; he needed to groom several people to move to the President level. Also, his staff was very tactical in approach; he needed to teach them how to think more strategically about the business. Third, Bill could sometimes be very intimidating to his staff; for example, he had a regular habit of cleaning his 9mm handgun while his Regional Vice Presidents were giving their monthly financial updates.

Curphy Consulting Corporation helped Bill understand the unintended (or intended) consequences of his behaviors, and coached him on more effective ways to express his dissatisfaction with his staff. We also worked closely with Bill to develop a succession plan and teach his direct reports strategic thinking skills. As the result of the coaching program, Bill had the highest performing operation of all the divisions and three of his direct eventually became fellow Division Presidents.

To see a sample of Coaching Report click here.

Copies of the Coaching Report are sent to the coachee, his or her boss, and human resources. A four-way meeting with these individuals and Curphy Consulting Corporation is held in order to review the report, discuss roles, and create a four to twelve month coaching plan.

Costs
Costs for executive coaching programs typically range from $12,500-25,000 plus travel expenses, with the final cost depending on the number of sessions needed to change targeted behaviors.  All executive coaching programs begin with an executive assessment and the creation of a Coaching Report that describes the behaviors that need to change and the difficulty in changing these behaviors. 

Qualitative 360-Degree Feedback Reports
In addition to the on-line Curphy Consulting Corporation 360-Degree Feedback Reports, Curphy Consulting Corporation provides Qualitative 360-Degree Feedback Reports. Recently, Curphy Consulting created three Qualitative 360-Degree Feedback Reports as part of a CEO succession planning process for three internal candidates of a $300M publicly traded company. These reports are often used in C-level succession planning and development interventions, and are based on in-depth interviews with up to 15 board members, bosses, peers, and direct reports. The results of these interviews are summarized into key themes and provide senior executives and decision makers with in-depth, highly customized feedback about a candidate’s strengths, improvement areas, and potential for promotion.

To see a sample of 360-Degree Feedback Report click here.

Costs
The cost to set up and conduct the interviews, create the feedback report, and review the feedback with the candidate and key leaders ranges from $10,000-15,000. 

 

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