After weighing up the options, Egon Zehnder settled on the 16pf as the assessment that ticked all these boxes. Initially road-tested internally, it was clear from the feedback that the instrument would stimulate the kind of conversations necessary to enhance their assessment process.
“That was one of the key criteria”, says James Martin, Consultant Partner at Egon Zehnder.
We worked in partnership with Egon Zehnder to develop a bespoke 16pf qualifying program. The training enables in-house practitioners to carry out 16pf-based assessment in the specific context of individual senior executive candidate assessment. A tailored Profile Manager Feedback report was codeveloped with our consultants. It was designed to relate specifically to client situations, and is used for “hypothesis generation”, a tool for the assessor rather than a feedback document for the executives. The assessor then sits with the candidate to validate the results and writes a bespoke summary of the findings which is included in the overall assessment report.
The growing number of reports produced over the years underlines the success of the program – from 600 in 2012 to 1,500 in 2014. That figure is a reflection of the impact the 16pf is having with top leaders in organizations across the globe.