Personality & Leadership Assessment and Development

HOW DO YOU KNOW YOUR LEADERS CREATE THE CONDITIONS FOR MEANINGFUL SUCCESS?

A leadership strategy depends on leaders who design adaptable work environments that meet the demands of the moment—where performance and meaningful purpose coexist. Great leaders read the times, anticipate change, and proactively make adjustments to meet challenges and opportunities, all while fostering a culture and work experience that inspires by meeting the intrinsic needs of all stakeholders.

Global and market conditions call for meaningful leaders who can stay on purpose and successfully deliver commercial results through and with others. This requires insight into personal style, motivations, team dynamics, and alignment with purpose. Organizations that cultivate such leadership capacity are best equipped to navigate disruption, seize opportunity, and sustain long-term value.

That is why we created the Personality & Leadership Assessment and Development (PLAD). Grounded in Meaningful Purpose Psychology, PLAD goes beyond conventional assessments to reveal the deeper capabilities leaders need—not only to navigate uncertainty, but to shape environments where culture thrives, people feel engaged, and organizations deliver meaningful results.

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PLAD Assessment Process

Grounded in Meaningful Purpose Psychology, PLAD goes beyond assessment to show how leaders shape thriving environments

Accurate & Actionable 

Our PLAD assessments deliver precision in understanding a leader’s fit for role requirements—clarifying both strengths and potential risk areas. Beyond measurement, we provide the insight leaders and organizations need to make sound decisions about hiring, promotion, development, and succession. The result is clarity: knowing not only who a leader is today, but how they can best contribute to a culture of meaningful purpose and lasting success.

Meaningful & Commercial

PLAD is grounded in Meaningful Purpose Psychology, developed through years of experience uncovering what gives people and professionals lasting meaning in life and work. Our proprietary leadership model fosters intrinsically motivating cultures that adapt to change and thrive. At the same time, PLAD applies a commercial lens—aligning leadership insights with organizational realities and strategic goals—so every assessment advances both meaningful purpose and sustainable business success..

Fair & Developmental

PLAD balances candor with care. Leaders receive evidence-based feedback delivered in a way that respects their individuality and supports growth. The focus is not judgment, but development—helping leaders build on strengths, address opportunities, and enhance their capacity to lead with clarity and purpose.

Problem-Solving Style 

Every leader faces complex decisions, from strategic choices to everyday problem-solving. PLAD examines how a leader approaches challenges, considers risks, and adapts under pressure. Understanding a leader’s decision-making style is key to helping them navigate uncertainty clearly, balance judgment with creativity, and align their decisions with organizational goals and meaningful purpose.

Interpersonal Inclinations 

Leadership is fundamentally relational. This aspect assesses how a leader builds trust, collaborates, and engages with others across different levels and functions. Leaders who show strong interpersonal skills foster psychological safety, enhance teamwork, and create an environment where individuals feel valued and motivated to give their best.

Motivations

Employee engagement poses a major challenge for many organizations, with disengagement leading to turnover, poor performance, and cultural issues. PLAD helps identify what truly motivates and engages individuals, revealing deeper, meaningful incentives that support persistence and performance. Effective leadership depends on understanding these motivations—those that go beyond external rewards and align with intrinsic purpose. Recognizing these motives allows organizations to place leaders in roles where they can stay resilient, engaged, and genuinely committed.

Insight

Effective leaders not only understand their own strengths and limitations but also recognize the perspectives and needs of others. This dimension evaluates self-awareness and empathic responsiveness—qualities that allow leaders to adapt their approach, manage conflict constructively, and build trust-based relationships. Leaders with insight also know how to delegate effectively: aligning tasks with individual strengths and preferences while providing opportunities for growth in areas that enhance capability. They understand when to coach someone through a stretch assignment and when to involve others whose expertise is better suited for the task. By applying this discernment, leaders improve team cohesion, enhance decision-making, and ensure performance remains both sustainable and developmental.

Influence Approach

True influence is not about control or charisma—it is about creating the right conditions for collaboration and high performance to flourish. PLAD examines how leaders use their presence, persuasion, and facilitation skills to build and sustain environments that bring out the best in people. It also evaluates how effectively leaders exercise their political skills—building coalitions, fostering cross-functional alignment, and prioritizing initiatives that strengthen the long-term health of the entire organization, not just one department or function. At its best, influence also includes the ability to set clear direction and establish priorities that guide the organization toward meaningful success. This ensures influence leads not to dependency, but to empowered teams that thrive together.

The PLAD Process

Pre-Brief with Management

We begin by meeting with the hiring manager and key stakeholders to understand the role, the organizational context, and the requirements for success. This alignment ensures the assessment is relevant, focused, and actionable.

Tests & Psychometrics

Before the interview, the candidate completes a series of validated assessment tools that provide baseline insights into personality, style, and leadership orientation.

Collaborative Interview

The candidate meets with the assessor for a two-to-four-hour dialogue. This structured, in-depth conversation explores thinking, motivations, interpersonal tendencies, and leadership behaviors, going far beyond what psychometrics alone can reveal.

Documented Report

The assessor consolidates findings into a detailed report highlighting strengths, developmental opportunities, and overall leadership fit in relation to role requirements and organizational needs.

Post-Brief with Management

The assessor reviews the results with the hiring manager, offering clear, evidence-based recommendations that support informed decisions about hiring, development, or succession planning.

Feedback & Developmental Coaching

Finally, the assessor meets with the assessed leader to provide feedback, explore insights, and deliver developmental coaching that guides their ongoing growth and contribution.