Amrop’s leadership assessments support candidate selection, internal recruitment, talent development and M&A. Our approach focuses on two foundations of high performance: business and leadership. We assess ambition, motivation, leadership competencies and potential to identify strengths, development areas and fit with the role.

The assessment activities identify:

• The ambition & aspiration of the leader
• The motivational drivers
• The personal, social and analytical preferences and skills

The assessment is led by a specialised business psychologist, often supported by an experienced Executive Search Partner. It provides a deeper understanding of the leader’s ambitions, motivation and current capabilities.

We always tailor our approach to the specific situation, but base our work on core pillars:

• We are strong believers in a transparent and open approach
• We truly care for the people assessed
• We believe in communication - in preparation, during appraisal and feedback
• We want everyone involved to feel they have been treated with respect and consideration

An effective Executive Leadership Team is critical to company success. Our development programme combines a clear business perspective with a strong focus on building a team that sets direction, drives execution and works effectively together. The aim is to strengthen support for middle management and enable the wider organisation to deliver on its strategy.

Every Amrop programme is tailored to the organisation and guided by four core beliefs:

• The team is here to create value:  Trust, cohesion and a positive team environment are important. However, the purpose of a leadership team is to create long-term, sustainable value in line with the organisation’s vision, mission and strategy.

• A Team of leaders is not necessarily a leadership team: Strong individual leaders do not automatically form a strong leadership team. We help executive teams unite around shared goals and take collective responsibility for results.

• Actions speak louder than words: We are convinced that at the end of the day value creation is about actual behavior and actions from the members of the Executive Leadership Team.

• It is all about trust: High-performing Executive Leadership Teams are built on trust. Although trust can be difficult to define, its impact on team performance is clear. With a focused and structured approach, trust can be strengthened over time.

Starting a new leadership role is both exciting and demanding. Even experienced leaders must navigate new people, priorities and complex information. A strong start can be critical to long-term success.     

Our onboarding coaching accelerates "time to value", helping leaders make an impact sooner while reducing risk of early missteps.

As a trusted adviser and sparring partner, we help the leader to:

• Understand the role and focus on the right priorities
• Build strong relationships with the team and wider organization
• Navigate early challenges and create positive momentum

We help clients build a strong internal pipeline for key leadership positions. External recruitment can bring valuable new capabilities into the organisation. However, internal promotion and succession are equally important for long-term continuity and success.

Our approach prepares your Leaders for What’s Next to step up when needed:

• Understand the strategy: We begin by understanding your strategic ambitions and future business needs.

• Define leadership requirements: We identify the leadership and functional capabilities needed to deliver the strategy.

• Identify internal successors: Using consistent criteria, we assess internal talent and identify the most promising successors.

• Benchmark and develop: Where relevant, we compare internal successors with external talent. This provides a broader market perspective and highlights priorities for coaching and development.