Top Tools for Helping Develop Future Leaders: Part 1

---

Selecting the right assessment for developing emerging leadership talent in your organization can be daunting. Not only are there seemingly endless options, but the stakes are high, as the chosen tool will have a significant impact on your organization’s long-term strategy and success.

This article will help your organization make an informed decision by exploring some of the most popular leadership assessment tools, highlighting their history and strengths, and identifying the situations in which they can be most effective.

Know Before You Go

Choosing the right leadership assessment tool is crucial for developing leaders within an organization. These tools help leaders become more self-aware by highlighting their strengths, gaps, and blind spots, which is essential for professional growth. They also provide valuable insights into what development areas need the most attention, helping to set clear priorities. An effective leadership development assessment also creates a common language for discussing leadership behaviors, making communication and understanding easier across the organization. By picking the right tools, organizations can maximize these benefits and build a stronger, more cohesive leadership team.

The first step in choosing the right leadership assessment is not to Google prices. Instead, take a pause and look inward. Begin by assessing which leadership competencies are the most valuable to your organization. Identify the specific skills, behaviors, and traits that best support your organization’s strategic goals and cultural values. Which tool best aligns with your talent strategy: an assessment of core leadership behaviors, personality, emotional intelligence, or some combination?

By taking the time to thoroughly evaluate your organization’s strategic goals, you can make a more informed decision when choosing from the top leadership assessment tools used by organizations to identify and help develop the leaders who will drive future success.

Assessing Core Leadership Behaviors

Selecting an assessment that focuses on core leadership behaviors can be particularly beneficial for organizations that prioritize strong, effective leadership as a cornerstone of their success. This choice is especially relevant for organizations operating in dynamic, competitive environments where leadership directly impacts performance and strategic direction.

1. DiSC

DiSC looks at behavior across four main areas:

• Dominance (D)
• Influence (I)
• Steadiness (S)
• Conscientiousness (C)

This tool measures how individuals approach tasks, relate to others, and solve problems. Unlike some other assessments, DiSC focuses on behaviors rather than psychological preferences.

Developed by William Marston in the 1920s (who, interestingly, created the character Wonder Woman and was an early advocate of lie detection), DiSC has its roots in behavioral theory. Its widespread application in corporate settings began in the latter half of the 20th century.

Additional Considerations

• DiSC gives actionable and practical insights into how people interact and approach tasks, thus improving teamwork and communication.
• This tool is simple to administer, interpret, and apply in organizational settings, making it accessible for both individuals and leaders.
• DiSC focuses on observable behaviors without addressing personality or cognitive abilities, which limits how useful it might be for high-level leadership assessments.
• As with any self-report assessment, DiSC respondents might answer questions to present themselves in the best possible light rather than truthfully reflecting their behaviors and preferences.

Final Thoughts

DiSC can improve teamwork and communication, but it might not be the best tool for predicting leadership potential or strategic decision-making.

2. Leadership Versatility Index

The Leadership Versatility Index (LVI) is a 360-degree feedback tool that examines how flexible leaders are. This includes how well they can balance opposite styles and adapt their approach depending on the situation.

Developed by leadership experts Robert Kaplan and Robert Kaiser, the LVI is based on their research showing that the best leaders are adaptable and can adjust their style to fit what is needed at the moment. Unlike traditional models that only focus on strengths, the LVI highlights that relying too heavily on strengths can potentially backfire.

Additional Considerations

• The LVI gives actionable insights by gathering feedback from multiple perspectives (e.g., supervisors, peers, and direct reports) so leaders can learn how they are viewed by others.
• Tools like the LVI that emphasize 360-degree feedback can potentially generate inflated or overly harsh scores due to the personal biases of the people providing the ratings.
• Tools that emphasize 360-degree feedback can potentially generate inflated or overly harsh scores due to the personal biases of the people providing the ratings
• Because the LVI focuses on balancing behaviors, it might not delve as deeply into other key leadership qualities, such as emotional intelligence or strong cognitive skills.

Final Thoughts

The LVI is a solid tool for senior leaders in complex or dynamic settings where adaptability really matters. It may be less useful for newer leaders or for organizations with more stable, predictable environments.

Understanding Leadership Behaviors

Selecting the right assessment of core leadership behaviors is crucial in helping identify and nurturing emerging leaders. DiSC and the Leadership Versatility Index each offer unique strengths and address different aspects of leadership potential. By understanding the specific needs and strategic goals of your organization, you can choose the most appropriate tool (or combination of tools) to help develop emerging leaders in your organization.

Stay tuned for part two of this series where we will explore leadership development tools that focus on personality.