Before you hire or invest – make sure you’re betting on leaders who can multiply growth and deliver the impact and traction you need
After you hire, grow leaders – so they grow into new responsibilities, achieve their OKRs and contribute to the network multiplier effect that grows your enterprise value and reshapes old standards of care
For informed investment decisions, self-awareness + development plans
INVESTOR + HIRING MANAGERS > See if candidates have the right stuff to drive growth, get traction and deliver — based on solid predictive analytics, not just gut feelings
TALENT MANAGEMENT > Identify high-potentials to groom for bigger broader roles. Build growth plans to develop their growth potential
HIGH-POTENTIAL LEADERS > Get new insights about how you handle high visibility, diverse conflicting views, aggressive goals and Volatile Complex Adverse (VUCA) conditions in a growing innovation enterprise
TEAMS > Make diverse personalities, gender + cultural differences a source of high EnQ. Break free of risk-averse traps for initiative + inventive thinking
What’s included in your Courage Leadership Assessment
1. Set the bar. Map the skills, temperament and leadership needed to mobilize support + achieve key results, thrive with VUCA pressures and shape a culture that multiplies success as you take your enterprise to its next growth inflection point
2. Psych/competence profile. Get new insights about high-potential leaders from behavioral interviews, from a Courage EnQ online questionnaire and from other 360-feedback and simulation assessment tools – customized for your culture fit
3. Growth plan. Look forward. Use insights about the leader’s strengths, + growth areas. Match talent to job demands. Commit to individual development plans (IDPs) to actualize growth potential + mitigate execution risks. Ready?
What your EnCourage Quotient (EnQ) assessment reveals
