Executive Assessment & Competency Modeling Flashcards
7 cards from real CSP practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.
Read the first 7 Executive Assessment & Competency Modeling flashcards as text
Which psychometric instrument is most commonly used in executive assessment to measure personality traits linked to leadership effectiveness?
Answer: Hogan Personality Inventory (HPI)
The Hogan Personality Inventory is widely used in organizational settings and is specifically validated for predicting leadership performance and career success.
A succession planner notices that executive candidates consistently score high on 'strategic thinking' but the organization's senior leaders frequently fail to execute on strategy. This disconnect suggests the competency model needs:
Answer: Inclusion of execution-focused behavioral indicators under strategic thinking
Adding execution-oriented behavioral anchors to strategic thinking ensures the competency captures both vision creation and implementation effectiveness.
In executive assessment, 'situational judgment tests' (SJTs) are primarily designed to measure:
Answer: Judgment and decision-making in realistic work scenarios
SJTs present candidates with realistic workplace scenarios and ask them to choose among possible responses, assessing practical judgment and decision quality.
When building a competency model for succession planning, which technique involves asking top-performing executives to describe critical incidents that led to success or failure?
Answer: Critical incident technique (CIT)
The Critical Incident Technique (CIT) collects specific examples of effective and ineffective behavior to identify the competencies that distinguish high performers.
An executive identified as a high-potential successor consistently outperforms peers on metrics but receives low 360-degree ratings on 'interpersonal effectiveness.' The succession planner should:
Answer: Include interpersonal effectiveness development in the candidate's Individual Development Plan
Interpersonal effectiveness is a critical executive competency, and targeted development through an IDP allows the candidate to address the gap while remaining succession-eligible.
Which of the following is a key principle of 'behavioral anchoring' in competency-based assessment?
Answer: Each rating level is defined by observable, specific examples of the behavior
Behavioral anchors attach concrete, observable behavioral examples to each rating point, improving consistency and objectivity across assessors.
What is the primary advantage of using an external executive assessment firm for succession planning assessments?
Answer: They provide objective, unbiased perspective free from internal political pressures
External assessment firms provide objectivity by removing internal biases, favoritism, and political considerations that can distort internal succession evaluations.