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Succession planning is a critical process for organisations, ensuring a smooth transition of leadership and maintaining stability. However, simply identifying a successor based on experience and qualifications may not be enough to guarantee success. Using personality profiling in succession planning is likely to reveal robust insights into the process.
Professional occupational personality profiling has emerged as a valuable tool in CEO succession planning, as it provides insights into the leadership style, behaviour, and values of potential candidates.
Personality profiling plays a crucial role in CEO succession planning due to its ability to provide a deep understanding of a candidate’s leadership style, traits and behaviour. Many organisations recognise that leadership effectiveness goes beyond technical skills and experience. Having a CEO whose personality aligns with the company culture and values is essential for achieving long-term success. Personality profiling allows organisations to identify candidates who possess the right traits and characteristics required for effective leadership.
Personality profiling enhances the succession planning process by providing objective insights into a candidate’s strengths, weaknesses, and potential leadership style. By using validated assessment tools, organisations can assess key personality traits such as emotional intelligence, adaptability, decision-making skills, and conflict-resolution abilities. These insights enable organisations to compare candidates against a desired leadership profile, identifying potential gaps and areas for development. Additionally, personality profiling can help in identifying candidates who may have the potential to excel in specific areas, allowing for tailored development plans and targeted training opportunities.
Personality profiling also aids in identifying potential red flags or warning signs that may not be apparent through traditional evaluation methods. Assessing a candidate’s personality traits can result in valuable insights into their approach to decision-making, risk-taking, and handling difficult situations. This information can be used to identify any potential mismatches between a candidate’s personality and the demands of the CEO role. By addressing these issues during the succession planning process, businesses can proactively mitigate risks and avoid costly leadership mistakes.
This is an example of our professionally administered OPP Ideal Profile Report which shows the ‘ideal profile’ generated for the specific role, against the candidate. This shows a summary for each of the metrics we assess, with an overall similarity of 39% against the ideal. The report itself goes into detail about any potential gaps and what questions the interviewer may wish to ask to ‘bridge’ those gaps. These reports are invaluable for succession planning and where a theoretical ideal can be generated with confidence.
Personality profiling provides organisations with a powerful tool to enhance CEO succession planning. It reveals deeper insights into a candidate’s personality, which you can use to make more informed decisions, minimise risks, and increase the likelihood of a successful transition.
This post has been published by the CJPI Insights Editorial Team, compiling the best insights and research from our experts.
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