How We Work

Over the years, we have refined an approach that is designed to transform both individuals and the organization.

Phase 1

Leadership Strategy

Leadership assessment needs to be owned by the organization
- not HR.

That way, senior leaders are invested in leveraging the outcomes and supporting participants' development.  

From the outset, we engage senior leadership in objective setting and co-creating a strategy that defines:

  • What the strategic landscape looks like in your industry 3-5 years from now

  • The qualities, competencies and critical experiences your leaders will require in the future

  • How your culture needs to change in support of your strategic objectives

This ensures we are all aligned on where you are headed.



phase 2


40% of internally promoted leaders fail within 18 months.
The figure rises to 50% for external hires.

At this level, the stakes are high.

So, before they take the reins, we believe it is essential that the individual and organization have a clear view of the person's readiness to lead at the next level.

To do this, our team works closely with your senior leadership to create a custom ‘day in the life’ simulation built around tomorrow’s challenges and the crucibles of leadership - those scenarios that are the true test of great leadership in your organization.

Based on the thousands of leaders we have assessed, we provide an in-depth profile, not only of an individual's current capability, but also their potential for future success when faced with greater complexity, scope and scale.


“My assessor was extraordinary and made the entire experience meaningful and challenging. They were insightful, committed to my development and tailored the process so I could get the most out of the program.”

- Former leadership assessment participant, US Logistics business.


“I can only say positive things about O.R. Talent. The report and feedback was very professional and very well communicated. The assessment was overall a great experience - a challenge, but definitely an opportunity to learn and grow"

- Former leadership assessment participant, European Bank.


phase 3


To us, assessment is always developmental. 

It prompts leaders to drop down a gear and reflect on where they have come from and where they are headed; what gives them a sense of purpose in their work; their distinctive style and strengths and where they could be more effective.  

To develop the full picture, our assessment process combines multiple methods: typically 360 feedback, psychometric profiling, an in-depth interview and a leadership simulation involving activities such as live meetings, group interaction, presentations, video work and strategic analysis.

Rigorous, yes.

But also challenging, immersive and thought provoking.

Just the way leaders tell us they like it.


Phase 4

Feedback and Application

Any assessment is only as good as what follows

For the individual, we provide in-depth, honest and constructive feedback on their effectiveness.  We engage their line manager to support them in creating an actionable roadmap that will fast-track their development and prepare them for the next step in their career.

For the organization, our assessments provide a profile of an individual’s critical experiences, current capability, future potential, derailers and recommendations for development.  

Beyond the assessment, we have developed a suite of tools that enable you to leverage the findings to bring strategic insight and focus to leadership development, talent management, selection and succession planning.




Assessment that is owned and welcomed by the organization.