We are experts at adding objectivity to traditionally subjective processes.

To ensure an objective baseline from which to evaluate and develop leadership and organizational capabilities and maximize career performance, organizational and leadership assessments are embedded within our Leadership Development, Executive Coaching and Career Transition solutions

Our validated tools and unique diagnostic interviewing methods examine:

  • Organizational and leadership needs and requirements
  • Organizational and leadership effectiveness in the context of strategic directions, company culture, current roles and future potential
  • Leadership “hard-wired” needs, motivators and drivers
  • Emotional intelligence and critical thinking skills
  • Team functioning and development opportunities
  • Career and life/personal interests, skills, accomplishments, capabilities and directions

Organizational and Team Assessments

Cultural Our assessment-based process uncovers employee perceptions of current leadership behaviors and the culture they create. Consequently, we can compare current culture with the desired organizational culture to uncover gaps that are priority areas for investment in leadership development and culture change.
Strategic Directions and Role Expectations We build behavioral and competency-based leadership and role profiles that identify what success looks like in our client organizations and their most critical roles. As a result, these profiles set the context and direction for leadership development.
Leadership Insights This assessment process is ideal for pre- and post-acquisitions or as a tool to uncover underlying leadership challenges. Our proprietary process identifies organizational (or division/business unit, department or location) strengths that can be leveraged as well as opportunities for development to enhance performance.
Talent Review Process/Succession Planning We add objectivity to what is often a subjective and conversational process. Our assessments define what is most important to leadership effectiveness in the organization, role and situation and compare and contrast succession candidates to the established profile. Therefore, we help clients assess succession readiness and developmental gaps.
CEO Succession and Onboarding We assist Boards in defining the most important leadership behaviors that are required for a successor CEO to be effective given the organization’s strategic directions and culture. Especially relevant, we help to compare and contrast internal and external candidates to the profile to assist in making the best possible selection decision. This work can be also leveraged to successfully onboard the new CEO.
Team Effectiveness and Development High-performing executive and management teams are critical to effective leadership and yet they are often not functioning at optimal levels. Consequently, we use team assessment and interviewing techniques to understand team strengths and priority development opportunities to enhance team effectiveness.

Individual Leader and Career Assessments

Below is a representative sample of assessments utilized throughout Kensington’s various practice areas.

Leadership 360 Assessment Process While using a combination of interviews and behavioral assessment tools, our process identifies an individual’s strengths and developmental opportunities. We provide safe, non-judgmental feedback in order to provide the insights required for development. We utilize a variety of best practice 360 assessment tools based on client request.
Personal Directions® (PD) Helps individuals align their unique characteristics and preferences with their professional and personal roles and responsibilities in order to increase their effectiveness and enhance their satisfaction.
Thomas-Kilmann Conflict Mode Instrument (TKI) Identifies a person’s preferred conflict-handling mode and provides detailed information about how he or she can effectively use all five modes—competing, collaborating, compromising, avoiding, and accommodating
Life Options Assessments Baselines readiness for later-stage careerists including: changed work/like balance, semi-retirement and retirement. We examine six life arenas: Career and Work, Health and Wellness, Finance and Insurance, Family and Relationships, Leisure and Social, and Personal.
Emotional Intelligence (EQi 2.0) Assessment of Emotional Intelligence skills relates to how effectively people work with others, specifically around: self-awareness, self-management, social awareness and relationship management.
Myers-Briggs Type Indicator® (MBTI® or DiSC®) Provides a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact.
Sales Performance Assessment™ (SPA) Our Sales Performance Assessment process includes an assessment tool grounded in a sales model of 18 behaviors and 6 motivators that can define success a sales role. Additionally, helps the sales management team define and communicate its vision for the organization in terms of critical behavioral requirements of the sales role, and describes an individual’s approach, philosophy and strengths in selling.