Simulation for the Identification of Senior Management Potential (862)
Purpose
The Simulation for the Identification of Senior Management Potential (862) offers participants an evaluation of their developmental leadership needs.
In this simulation, participants are placed in a job-related situation in which they are required to demonstrate job-related competencies. Participants must deal directly with managerial issues and challenges. The information yielded on the different leadership competencies assessed can help participants identify their strengths and potential developmental needs, particularly when linked to other assessment information such as a 360 feedback process or personality inventory.
The Simulation for the Identification of Senior Management Potential (862):
- Yields unique information about a participant's ability to perform the target job by recreating the complexity of workplace situations;
- Is available for EX minus 1 and 2 positions;
- Provides an objective, valid and reliable assessment of leadership competencies conducted by experts from the Personnel Psychology Centre (PPC);
- Gives participants an assessment report detailing their performance which can be followed by an individual feedback session with a psychologist from the PPC; and
- Can be used as an individual learning activity or in the context of a development program or initiative.
How the simulation works
The Simulation for the Identification of Senior Management Potential (862) reproduces important aspects of a senior management job. The simulation requires handling a variety of problems involving services and programs, production, decreasing resources, irregularities in performance, labour relations, clientele, management information systems and policy.
Before the assessment, the participant receives background information about a fictitious organization, including a description of the organization's purpose and function, organizational charts and specific managerial responsibilities. The participant should study the information carefully and bring it to the next phase of the assessment.
At the time of the assessment, the participant receives specific managerial problems requiring attention and action. These problems are presented in the form of various types of reports, e-mails, letters and memos. The participant's task is to deal with these problems by making appropriate decisions and proposing solutions. Specifically, the simulation is divided in four inter-related exercises:
- A Preparation Period to identify organizational problems, make decisions leading to possible solutions, explore alternate solutions and outline the implications of each alternative. The participants draft their responses in a Summary Report which is handed to the Assessment Board;
- An Oral Presentation to the Assessment Board on the management decisions made by the participant and on the proposed strategies and solutions to the identified problems;
- A Question Period held by the Assessment Board members who observed the presentation and read the Summary Report, and;
- A Role-Play based on issues from the content of the simulation.
The Assessment Board rates the participant on six aspects of leadership competencies, according to the effectiveness of the actions and decisions taken in handling the problems within the context of the fictitious organization. An assessment report is sent to the participant approximately 10 days following the assessment. After the simulation, the participant completes a personality inventory. The participants may request an individual feedback session to discuss their simulation and personality inventory results with a psychologist from the PPC.
Definitions of competencies assessed
The Simulation for the Identification of Senior Management Potential (862) assesses six aspects of leadership competencies:
Strategic thinking: analysis and ideas (two competencies)
Public service (PS) leaders advise and plan, based on analysis of issues and trends and how these link to the responsibilities, capabilities and potential of their organizations. They scan an ever-changing, complex environment in anticipation of emerging crises and opportunities. They develop well-informed advice and strategies that are sensitive to the various needs of multiple stakeholders and partners, reflect the strategic direction of the PS and position their organizations for success.
Engagement: people, organizations, partners (one competency)
PS leaders engage people, organizations and partners in developing goals, executing plans and delivering results. They lay the groundwork by building coalitions with key players. They mobilize teams, building momentum to get things done by communicating clearly and consistently and investing time and energy to engage the whole organization. They use their negotiation skills and adaptability to encourage recognition of joint concerns and collaboration and to influence the success of outcomes. They follow and lead across boundaries to engage broad-based stakeholders, partners and constituencies in a shared agenda and strategy.
Management excellence: action management, people management, financial management (three competencies)
PS leaders deliver results by maximizing organizational effectiveness and sustainability. They ensure that people have the support and tools they need and that the workforce as a whole has the capacity and diversity to meet current and longer-term organizational objectives. They align people, work and systems with the business strategy to harmonize how they work and what they do. They implement rigorous and comprehensive human and financial resources accountability systems consistent with the Management Accountability Framework. They ensure that the integrity and management of information and knowledge are a responsibility at all levels and a key factor in the design and execution of all policies and programs.
Contact us
If you have questions or wish to obtain further information regarding this simulation, please contact us:
Assessment and Counselling Services Division
Personnel Psychology Centre
Tel.: 819-420-8784