Dr. Ken Brousseau uses the Decision Styles framework to assess the presidential leadership styles of the two candidates.
Executive Assessment
Many people believe that to find the best leader, you must first find someone with the appropriate background and experience. Second, you look for smart people who can take action and get other motivated to take action.
Today, best-in-class assessment tools are helping organizations identify the profile of a successful leader at different levels of the company and across every industry and geography.
Latest Update: January 31, 2012
Publications
India's Leaders
As the global business environment continues to ‘flatten’ (Thomas Friedman’s term) how does it change India's search for talent?
Date:
04/08/2008
Author:
David
Everhart
Leadership Development Will Spur China's Global Market Expansion
As China’s enterprises enter fully into the global marketplace, what changes for their leadership?
Date:
06/19/2007
Authors:
Charles
Tseng,
Kenneth R.
Brousseau, Ph.D.
CIO to CEO: Aspiring CIOs Should Focus on Critical Behavioral Skills
What are the keys to go from CIO to CEO?
Date:
10/25/2005
Authors:
Mark
Polansky,
Simon
Wiggins
Harvard Management Update: Finding the Fit Between Person and Position
How can leaders know who in the workforce will excel in a particular role?
Date:
09/27/2005
Author:
Kenneth R.
Brousseau, Ph.D.
Navigating the Uncertain Road from Controller to CFO
What should Controllers who want to occupy the C-suite and be truly successful need to do to move beyond finance expertise?
Date:
02/04/2007
Authors:
Chuck
Eldridge,
Kenneth R.
Brousseau, Ph.D.
Knowledge Summary Series: 360-Degree Assessment
A look at three critical groups that provide assessment data in the feedback process.
Date:
09/04/2006
Author:
Robert W.
Eichinger
Developing talent: the magic bullets
New experiences and the agility to learn from them are the keys to succeeding in the war for talent, says Mike Lombardo.
Date:
01/04/2005
Crisis Puts Candidates to the Test
Read a StarTribune article on the leadership styles of the presidential candidates that emerge during the financial crisis. Take a closer look.
Date:
10/20/2008
Authors:
Kevin
Cashman,
Kenneth R.
Brousseau, Ph.D.
Discover the DNA of Future CEOs
Globalization, economic change, more stringent regulation and tougher governance make realizing shareholder value increasingly difficult. Never has it been more critical for companies not only to have the right leader in place, but a visible pipeline of high potential individuals ‘in-waiting’. Despite the immense challenges of the role, its prestige and visibility continue to create no shortage of people who aspire to become a CEO. So why do people strive to attain this pinnacle position and how do organizations identify the right attributes to make sure they invest in those individuals genuinely capable of reaching the top job?
Date:
12/21/2009
Asia 2.0: Leading the next wave of growth in Asia
Asia has emerged as the new center of global economic growth, which is now being driven by rising consumption and increased innovation across the region. This portends major changes for business talent and leadership by 2025. Western multinationals and Asian enterprises who want to expand in the region must develop their own flexible, creative, and collaborative leaders—a group currently in extremely short supply.
Date:
11/10/2010
Authors:
Indranil
Roy,
George S.
Hallenbeck, Ph.D.
Pre-hiring assessment improves the executive talent pipeline
Executive talent readiness is coming to the forefront of business issues as the global economic climate begins to thaw. While no one is popping champagne corks yet, business leaders around the world are anticipating an improved economy. The sixth annual NYSE Euronext CEO Report, issued in mid-2010, found that 80 percent of CEOs expect improvement in growth for their companies through 2011.
Date:
02/03/2011
Authors:
Dana
Landis, Ph.D.,
Kenneth R.
Brousseau, Ph.D.,
Pauline N.
Johnson
Measuring up: C-level executives selected using Decision Styles were promoted eight times more often
Korn/Ferry International recently reviewed the long-term outcomes of methods we use to recruit and select C-level executives. The study revealed that applying Decision Styles assessments as a pre-hiring tool improved executive retention—and also dramatically increased the chance that a company chose a candidate they would promote within three years.
Date:
01/31/2012
Author:
Dana
Landis, Ph.D.