Abstract

The importance of effective leadership selection to modern organizations cannot be overstated. By now, it is safe to assume that most private organizations use some form of structured selection tool, method, or process to make decisions about people—who to hire, promote, and/or accelerate toward future leadership roles. Organizations have paid the price for unstructured selection procedures. Lack of consistency in selection of leaders can lead to poor motivational and skills fit between the individual and the job, as well as ineffective leader to follower relationships resulting in low performance, unmet expectations, and high unwanted turnover. This ultimately leads to sub-optimized organizational productivity, inconsistent customer service, low employee engagement, and disengaged leaders lacking confidence in their skills.