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Can Leadership Assessments Be Trusted? | Fact-Checking Part 1/2

We’ll be discussing our latest webinar (Fact-Checking Leadership Assessments: Why Results Sometimes Don’t Match the Reality) in a bit more depth in these two blog posts. You can watch the webinar from Martin Lanik, CEO, and Michelle Brown, COO, below.

So, can you trust leadership assessments? What makes them more or less trustworthy than other types of assessments? Should you trust a report from an assessment more than someone who personally knows an individual? These are all common questions Pinsight receives from prospective clients and partners, and a part of what we tackled in our latest webinar.

Traditional in-person assessments are costly and require a large investment of time (traveling, set-up, etc.). Pinsight’s assessments take 1-3 hours, can be done anywhere in the world (at any time), and are customized to look for the skills relevant to the individual’s prospective job or position. Our virtual assessment center helps organizations develop a trusted and scalable approach to their hiring, development, and succession talent practices.

Why Leadership Assessments?

  • Leadership assessments are more reliable than other assessment types. The rate-of-error for the Pinsight leadership assessments is 50-63% lower than data coming from other assessments (Pinsight Tech Manual).
  • Other forms of assessment have the potential for bias. As discussed in our latest research, managers are 3x more likely to identify men than women for leadership potential and 2x as likely to identify white men over black men.
  • Individuals who perform well on the Pinsight assessment are more engaged, meet their targets more regularly, and remain with the company longer with greater frequency than other assessment types.

Watch the Webinar

Webinar Information

  • Topic: Fact-Checking Leadership Assessments: Why Results Sometimes Don’t Match the Reality
  • Event Date: November 17, 2020
  • Hosts: Martin Lanik, CEO of Pinsight, and Michelle Brown, COO
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Featured Speakers

Martin Lanik
Martin Lanik

CEO of Pinsight

Fairness is Martin’s driving principle that is reflected in his life philosophy: the power and status that come with leadership roles should be awarded based on merit and not based on what people look like or where they come from. Martin has dedicated his career to creating solutions that help business leaders place the most capable people in leadership positions, where they can have the greatest positive impact on employees’ well-being, business performance, our communities, and the society at large.

Michelle Brown

COO of Pinsight

It’s Michelle’s unique blend of skills and passions that provide clients with certainty that they are being heard, being understood, and will have their talent problems solved. Michelle excels in her understanding of the needs of customers, in her ability to find solutions to any problem, and her genuine concern for others', and joins Pinsight following successful careers as a clinical psychologist and management consultant. Michelle blends her experience in organizational development, business strategy, and talent management to deliver exceptional client experiences, from first contact to successful outcomes.

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