Leadership Assessment & Development

Leadership Assessment and Development That Turns Potential Into Performance

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Our Passion for Talent Strategy Runs Deep, and it Shows

Great companies are built by great leaders — but most organizations can’t objectively measure leadership capability, let alone develop it systematically. Lever Talent’s leadership assessment and development programs combine behavioral assessment data with customized development plans to build the leadership bench your business demands.

$ 25.0 B

Current Clients' Annual Revenue

300

Clients Served

Net-Promoter Score

How It Works

Step 1: Map Leadership Profiles

Every leader completes The Predictive Index behavioral and cognitive assessments. We map their natural drives, decision-making tendencies, communication style, and cognitive agility against the demands of their specific role.

Step 2: Evaluate Leadership Fit & Gaps

We compare each leader’s behavioral profile to a set job target for their role. This reveals where leaders are naturally aligned — and where they’re spending energy compensating. We also assess team-level dynamics to identify leadership blind spots affecting their direct reports.

Step 3: Design Individual Development Plans

Each leader receives a personalized development plan built on their assessment data. These aren’t generic competency checklists — they’re behavioral strategies that work with each leader’s natural wiring, not against it. Plans include specific actions, coaching focus areas, and measurable milestones.

Step 4: Launch Development & Track Progress

Development plans come to life through a combination of 1-on-1 coaching, group workshops, and manager-led check-ins. Lever Talent provides quarterly progress reviews and re-assessment touchpoints to ensure development is sticking — not just happening.

Features / What's Included

1: Leadership Assessments

Individual profile reports for every leader decode their style, strengths, and risks. We map behavioral and cognitive data to master interpersonal dynamics.

2: Job Target Calibration

We build behavioral and cognitive job targets for each leadership role. This creates a strategic benchmark to predict success in hiring and development.

3: Individual Development Plans (IDPs)

Each leader receives a custom development plan with 3-5 focus areas, behavioral strategies, and 90-day milestones, all calibrated to your specific business context.

4: Leadership Team Dynamics Report

A team analysis revealing communication patterns and decision-making tendencies. Identify conflict zones and strategies to boost executive effectiveness.

5: Manager Coaching Toolkit

A team analysis revealing communication patterns and decision-making tendencies. Identify conflict zones and strategies to boost executive effectiveness.

6: Quarterly Progress Reviews

90-day structured check-ins to measure progress and recalibrate plans. We provide updated behavioral insights and adjusted milestones to address emerging challenges.

Who This Is For

Scaling Companies Promoting From Within (100-500 Employees)

Your top contributors just became managers - and nobody taught them how to lead. Our development provides the self-awareness and tools they need to lead effectively.

Organizations Building Succession Plans

Identify who is ready for promotion and who needs more time. Our data-backed assessments and development plans ensure succession is objective, not political.

PE Portfolio Companies Evaluating Management Teams

Fast-track your value creation plan post-acquisition. We provide an objective behavioral read on leadership within weeks, plus development plans for your top talent.

Companies With Inconsistent Leadership Performance

Identify why some leaders struggle. Assessments reveal if the issue is fit, skills, or dynamics, providing development plans that address the root cause.

Client Success Stories

What Our Clients Say

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Frequently Asked Questions

What is leadership assessment and development?

Leadership assessment and development is a structured process that combines objective measurement of leadership capability with personalized development plans. At Lever Talent, we use systems like the Predictive Index and Principles behavioral and cognitive assessments to create a data-driven picture of each leader’s strengths, risk areas, and growth opportunities. The assessments inform a customized development plan with specific actions and milestones.

What assessments do you use for leadership evaluation?

Lever Talent is a Predictive Index Certified Partner, and PI behavioral and cognitive assessments are the core of our leadership assessment process. The PI Behavioral Assessment measures four key behavioral drives that predict workplace behavior. The PI Cognitive Assessment measures learning agility and the ability to process complex information.

That said, we will work with any preferred assessment system. For instance, many of our clients use DiSC. Another product we work with is Principles, which measures personality on the dimensions of interpersonal, emotional, and motivational traits.

How is this different from 360-degree feedback?

360-degree feedback tells you how a leader is perceived by others, which is valuable but subjective and context-dependent. We often use 360-degree feedback surveys in conjunction with behavioral assessments.

Behavioral assessments measure stable behavioral traits, giving you a more fundamental read on leadership capability.

Lever Talent can incorporate 360 feedback as a supplement, but we anchor development plans in behavioral data because it’s more predictive and actionable.

How long does the leadership assessment and development process take?

The initial assessment phase typically takes 2-3 weeks, job target calibration, and analysis. Individual development plans are delivered within 4-5 weeks of kickoff. The development phase is ongoing — most clients engage in quarterly reviews for 12 months to ensure sustainable growth.

Can you assess leaders who are resistant to being evaluated?

Yes — and it’s more common than you’d think. Most assessments take just a few minutes to complete. For instance, the Predictive Index assessment is a low-friction exercise that doesn’t feel like a test (it often takes less than 6 minutes to complete). We frame the assessment as a self-awareness tool, not a judgment. Most resistant leaders become advocates once they see their own results and learn how to map them to their role and managerial objectives.

What does a leadership development plan actually include?

Each individual development plan includes 3-5 behavioral focus areas tied to role demands, specific strategies that work with the leader’s natural wiring, coaching recommendations for their manager, 90-day milestones, and success metrics. Plans are reviewed and recalibrated quarterly based on progress and changing business needs.

Do you work with first-time managers or only senior leaders?

Both. Leadership assessment and development is valuable at every level — from newly promoted team leads to C-suite executives. The assessment data and development plans are calibrated to each leader’s level, experience, and role demands.

How do you measure the ROI of leadership development?

We track progress through quarterly re-assessments, manager feedback, direct report engagement scores, and business metrics tied to each leader’s area of responsibility. Most clients see measurable improvement within two quarters of launching development plans.

Build Leaders Who Build Your Business

Leadership assessment and development isn’t a nice-to-have — it’s how the most-leveraged companies turn potential into performance. Get the data on your leaders, build the plans, and watch the results compound.

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