At the vonGammCom Global Institute for Change, we focus on quality of the assessment environment, combined with state-of-the art psychological methods, adapted to the Information Technology and High Tech Industry.
They have fast turnaround cycles, a high pace and a key need to take decisions in a timely and accurate manner in order to get the best of the best clients on board.
Businessman and an arrow chart. Bildnummer: 197189882 Urheberrecht: ImageFlow/Shutterstock
How much worth is the right choice?
The leverage of getting the right executive vice president on board can range into the millions of Dollars of revenues and profits. Making the wrong choice might cost – time to market, money and maybe even reputation. This is why we firstly focus on quality and values.
Instead of just looking at a person’s CV and some achievements—we don’t care about what the person achieved, we care about how this person came to this success. We also seek to find out the promoting underlying character traits. As a result of our yearlong experience, we have the deep conviction that only the suitable personal character traits guarantee enduring success.
The most critical competitive advantage of any organization is its leadership. But too often, companies make these tough decisions based on inadequate, incomplete and undependable information. Thats why, hiring, promoting and developing the right senior executive team — and avoiding costly mistakes — has never been more important.
This service offered to CEOs and board members is to assess their senior executives. This applies when they want to see whether they are
fit for advancement,
best fit in an organisation or
to give guidance and coaching when it is necessary to do so.
fit for advancement,
best fit in an organisation or
to give guidance and coaching when it is necessary to do so.
Who is good for you?
Our EAS Executive Assessment Services provides to boards, selection committees and CEOs reliable insights.. They are selecting and grooming the best available talent for key leadership roles - only for you.
As a global niche boutique in CEO and board services, we have longstanding relationships with and knowledge of the world’s top talent, and unmatched insight into the qualities necessary for exceptional leadership.
Our team of assessment experts all have senior director or vice president experience. This expertise includes objective, research- based methodologies. We are achieving a significantly higher accuracy than traditional executive assessments. This specific set of cognitive skills will enable superior executive performance. We help leaders to enhance or rethink their talent strategy.
Key practice areas
Assessments are accepted in many other areas of application beyond the classic selection of external applicants. But this is a new development. Nowadays, they are superbly versatile tools for determining the position of whole management bodies. This can be a starting point for measures involving management and staff development. The stages at which we most often assist organizations include:
Succession planning
Executive development
Executive Coaching on a 1:1 base
CEO transition
Mergers and acquisitions
Strategic shifts or reorganization
Final candidate selection
Internationalization of organizations: The special feature of the vonGammCom Global Executive Assessments is individually custom-made in terms of assessment contents and methods to meet a client company’s specific issues.
Succession planning
Executive development
Executive Coaching on a 1:1 base
CEO transition
Mergers and acquisitions
Strategic shifts or reorganization
Final candidate selection
Recommendation
An explicit, three-stage recommendation is always given as part of the assessment result, together with detailed reasons:
A: Recommended
B: Recommended with Reservations
F: Rot recommended.
A: Recommended
B: Recommended with Reservations
F: Rot recommended.
The Five Step Methodology - TFSM®
vonGammCom Global provides a client a proven Five-Step Methodology to redefine and implement strategic change. We are enabling organisations to make more out of the current resources and capabilities an organisation possesses.
Step 1: Initial Client briefing - here, we discuss with you as a client your strategic ambitions. Before we assess your organisation, we first want to understand what motivates and drives you as a company. There is no one size fits all and there are many individuals well suited in one setting but less in another one.
Step 2: We assess together with your team the current situation, the resources and capabilities.
Step 3: We work out critical resource gaps, crystallize your real capabilities and see what needs to be replenished in terms of resource gaps.
Step 4: We prepare a joint execution plan to execute on that strategy. A strategy only lives from execution.
Step 5: We provide ongoing coaching and adjustment.
With this practice, vonGammCom Global also looks at evaluating together with the CEO the composition of the right board of directors as well as discussing and analysing the right compensation plan for Directors and Senior leaders.
Step 1: Initial Client briefing - here, we discuss with you as a client your strategic ambitions. Before we assess your organisation, we first want to understand what motivates and drives you as a company. There is no one size fits all and there are many individuals well suited in one setting but less in another one.
Step 2: We assess together with your team the current situation, the resources and capabilities.
Step 3: We work out critical resource gaps, crystallize your real capabilities and see what needs to be replenished in terms of resource gaps.
Step 4: We prepare a joint execution plan to execute on that strategy. A strategy only lives from execution.
Step 5: We provide ongoing coaching and adjustment.
Methods and tools
Almost all components of the vonGammCom Global Executive Assessment have to be be accomplished under time constraints, in particular the performance tests are designed, so that hardly any task can be fulfilled, for purpose!
Our methods reveal the true strengths and weaknesses of an executive, as well as the underlying drivers of their performance. This information sheds light on an individual’s suitability for a given role, and on how that executive could best be developed and deployed.
With this 20year plus experience as an executive coach, starting from Corporate Communications, Executive and Public Relations as well as personal advisory, vonGammCom will set the right tone and focus.
Format: Assessment Center
A typical agenda consists of the following blocks:At the beginning: Structured Interviews
Group discussions in round robin mode - key is here how the consensus of leadership is in the group being found who is presenting then, and how the candidates are behaving during the discussions.
Tray exercises, helicopter-view (one adjoining the mailbag exercise survey, in which the candidate must justify his individual decisions)
Role Playing - Here we prefer "live"-like stress situations in order to test the future suitability of leadership behaviours
Colleague Conversation Role Play
"Difficult Employee" Role Play
Conference Call Role Play
Presentation tasks, individually or in small groups
Questionnaires (psychometric testing procedures: personality and performance tests), intelligence evaluations, in writing and on the PC, we take the following assessment tools
HBDI matrix - Herman Brain Dominator Instrument (see link)
MBTI assessments - Myers Briggs Type Indicator (see link)
Assessment according to company-specific leadership competencies, if available
Competitive Benchmarks
Final discussion with evaluation and possibly job offer
Using an essential "fork test", to test thesuitability of the candidate in formal dining and table conversation situations (see link).
At the beginning: Structured Interviews
Group discussions in round robin mode - key is here how the consensus of leadership is in the group being found who is presenting then, and how the candidates are behaving during the discussions.
Tray exercises, helicopter-view (one adjoining the mailbag exercise survey, in which the candidate must justify his individual decisions)
Role Playing - Here we prefer "live"-like stress situations in order to test the future suitability of leadership behaviours
Colleague Conversation Role Play
"Difficult Employee" Role Play
Conference Call Role Play
Presentation tasks, individually or in small groups
Questionnaires (psychometric testing procedures: personality and performance tests), intelligence evaluations, in writing and on the PC, we take the following assessment tools
HBDI matrix - Herman Brain Dominator Instrument (see link)
MBTI assessments - Myers Briggs Type Indicator (see link)
Assessment according to company-specific leadership competencies, if available
Competitive Benchmarks
Final discussion with evaluation and possibly job offer
Using an essential "fork test", to test thesuitability of the candidate in formal dining and table conversation situations (see link).
Quality Criteria
The development, implementation and evaluation of an assessment is usually is a complex, dynamic process, which processes need to be organized accordingly.
Request orientation: Prior to the implementation of the competence assessment and monitoring areas with the field work. The aim of the assessment will be clearly defined together with you as a client and the planned contents
Behavioral orientation: The participants will be judged by their actual behavior in the handling of specific assessment work orders.
Principle of controlled subjectivity: The staff must be trained specifically for observing the Assessment. For that,two observers will supervise the assessment to ensure the high informational value.
Simulation principle: To observe existing skills and assess development potentials, real and typical requirements of the labor market are simulation targets.
Transparency Principle: To ensure transparency, the information on implementation, and target sequence and subsequent use of the results will be fully transparent.
Individuality: We conduct an individual meaningful feedback after every individual session in order to provide potential for self-reflection and improvement of the candidates already in course of the process.
System principle: An Assessment is always involved in a wider context, which provides an embedded security. For this principle it also means that at least two assignments should be carried out per area of expertise to arrive at reliable results.
Learning orientation of the process itself: this method will always encompass new demands. Target groups will be adjusted to the client and undergo continuous development.
Request orientation: Prior to the implementation of the competence assessment and monitoring areas with the field work. The aim of the assessment will be clearly defined together with you as a client and the planned contents
Behavioral orientation: The participants will be judged by their actual behavior in the handling of specific assessment work orders.
Principle of controlled subjectivity: The staff must be trained specifically for observing the Assessment. For that,two observers will supervise the assessment to ensure the high informational value.
Simulation principle: To observe existing skills and assess development potentials, real and typical requirements of the labor market are simulation targets.
Transparency Principle: To ensure transparency, the information on implementation, and target sequence and subsequent use of the results will be fully transparent.
Individuality: We conduct an individual meaningful feedback after every individual session in order to provide potential for self-reflection and improvement of the candidates already in course of the process.
System principle: An Assessment is always involved in a wider context, which provides an embedded security. For this principle it also means that at least two assignments should be carried out per area of expertise to arrive at reliable results.
Learning orientation of the process itself: this method will always encompass new demands. Target groups will be adjusted to the client and undergo continuous development.
Pricing
We provide you an individual quote. Factors influencing the price are:
Value of the position assessed
Price per participant
Location
Duration
Usage of tools
Value of the position assessed
Price per participant
Location
Duration
Usage of tools
