- Interviews by Topgrading Professionals
- Executive Assessment and Coaching
- Assessing and Coaching Executives for Succession Planning
- The Topgrading Coaching Process
Interviews by Topgrading Professionals
Although we train all managers in the Topgrading Hiring Solution, CEOs often want a professional opinion and ask a Topgrading Professional, who has conducted thousands of interviews, to assess candidates for hire or promotion to all-important C-suite jobs.
The process begins with the CEO and HR working with a Topgrading Professional to create a Job Scorecard – a detailed document outlining measurable accountabilities and behaviors necessary for the new hire to be considered a high performer and a good cultural fit.
Then the Topgrading Interview is conducted to assess the candidate in relation to the Job Scorecard. Typically, the the CEO and HR get the report with Hire/No Hire Recommendation, Conclusions, Ratings of the candidate on all Accountabilities, Strengths, Weaker Points, and an Interpretive Career History.
The Topgrading Professional, having reviewed every job the candidate has had, recommends to the CEO and HR what reference calls to ask the candidate to arrange - managers they reported to, peers, and direct reports, typically in the past 10 years.
Executive Assessment and Coaching
Topgrading Professionals meet with new hires they interviewed. This allows the new hire to gain valuable feedback and developmental suggestions, thus benefiting from the vast knowledge of what actions maximize development that has been learned from thousands of professional Topgrading Interviews.
Assessing and Coaching Executives for Succession Planning
CEOs have another use for the assessments and coaching by Topgrading Professionals: succession planning. We provide a professional opinion on the current abilities and career potentials of each member of their team, including:
- How they may perform 5+ years down the road
- Which managers may be better suited for a narrower position or should be replaced
- What developmental activities will maximize the manager's strengths and minimize their shortcomings
We have analyzed the careers of thousands of senior managers and executives and have developed a wealth of insights as to what developmental activities are important for managers to both maximize their strengths and minimize their weaker points.
The Topgrading Coaching Process
The Topgrading Coaching Process is similar to our interview methods; however, all "reference checks" are internally conducted with executives, peers, and direct reports. These are the steps:
- 5-hour Topgrading Interview with the manager
- Confidential interviews with higher, peer, and direct report managers
- Survey, tailored to the manager to get hard numeric ratings on key competencies
- Assessment report to CEO/HR
- Feedback with the executive resulting in an Individual Developmental Plan (IDP)
- Developmental report to the executive
- Quarterly follow-up - manager meets with their manager and HR to review progress on the IDP
Conducting the internal assessment and coaching process is highly credible. Participating managers pay a lot of attention to the conclusions and developmental recommendations because the process is so thorough.