Uses of our Executive Assessments


  • Personnel Action… to provide performance data on key competencies that can help managers to make personnel decisions on.

  • Succession Planning… to identify areas of needed managerial development for an individual to successfully move up to the next level in the organization

  • Organization Development… to profile managerial performance by department, division, function, or other demographics that enable senior managers to strengthen weaker areas of performance.

  • TQM and Benchmarking… to upgrade the quality of managerial performance against norms for the organization and the industry group to which it belongs.

  • Training Needs Analysis …to determine training needs of supervisors and managers, thereby enabling the organization to invest time and money in training programs that have the best return on investment.

  • Team Development… to identify the collective strengths and weaknesses of groups of managers who function as a team and develop action plans for team improvement

  • Evaluation of HRD Efforts…… to measure the impact of training and management development by using MAP as a pre- and post-training evaluation to assess individual and group improvement.

  • Targeted Training… to give trainers a profile of individual strengths and development needs so that courses can be offered on a needs basis with participants attending only those modules necessary.

  • Personal Growth… to enable participants to prepare an Individual Development Plan that outlines the competencies selected for improvement, the actions to be taken, and the support requested.

  • Career Development… to assess the competencies and styles/values of employees so that this data can be used as input to discussions and decisions relating to career path alternatives.

  • Management Education…… to equip managers with an in-depth understanding of the 12 competencies that studies have identified as pivotal to the successful performance of managers in any organization.

  • Partnership… to strengthen the relationship between MAP participants and their managers as partners in their ongoing growth as they commit to implementing the Individual Development Plan.