Check leadership behaviour against experience
Broader work evidence and scoped feedback from former colleagues, managers or direct reports, alongside a leadership working scenario.
Élan Executive Dynamics
Start with the appointing manager. Understand the leader in depth.
Our interviews begin with the CEO, Chair or appointing manager. Understand how this leader makes decisions, handles challenge and affects the people around them. Then examine whether that way of working can succeed with your CEO or Chair and existing team.
For C-level hires and senior leaders whose decisions shape the company.
From €10,000
One executive + appointing manager/CEO/Chair + two assessed leadership colleagues. Fees exclude VAT where applicable. Written scope confirms participation and timing.
Who participates / what happens
Our interviews start with the manager. Not the candidate.
- 01
CEO, Chair or appointing manager first
Understand role authority, expectations, the appointing relationship and two assessed leadership colleagues.
- 02
Deeply assess the person
Explore personality and motivations in depth, with broader leadership evidence, a working scenario and agreed checks against work examples and feedback.
- 03
Examine working relationships
Examine delegation, accountability, difficult people decisions and broader organisational consequences.
- 04
Report and decision briefing
A clear brief, deep behavioural portrait and compatibility assessment and working agreements, followed by evidence-led discussion and first 90-day priorities.
What changes from an individual-contributor assessment
Personality depth.
A distinct leadership layer.
Decisions through other people
Delegation, difficult people decisions, credit-sharing, ownership of mistakes and accountability. How do they create a team climate where people speak up?
Existing leadership relationships
The appointing manager, CEO or Chair, as applicable, and two relevant leadership colleagues are assessed within the agreed contextual scope. Examine response to challenge and leadership under pressure, credit and blame, team climate and whether people speak up.
Organisational consequences
How patterns may influence culture and execution, with practical executive transition and development actions.
The portrait becomes an executive plan.
Receive an executive behavioural portrait and compatibility assessment: strengths, likely friction with the CEO or Chair and team, what to check next and working agreements for delegation, feedback and the first 90 days.
Evidence, trade-offs and unresolved questions remain visible. Your CHRO or appointing decision maker gets a considered interpretation that can support or challenge the preferred appointment.
Compare executive finalistsInternal appointment. Greater responsibility.
Assess an internal candidate against the demands of the next role. Understand what transfers, what needs to develop and what support the transition will require.
Four people, with room for more context.
One deeply assessed candidate + their assessed manager/CEO/Chair, as applicable + two assessed colleagues.
€500 per additional context participant. Their own working patterns and interaction with the candidate are assessed.
From €10,000
4 people included. Fees exclude VAT where applicable.
A second candidate, separately assessed senior leader, full standalone deep assessment or substantial additional workstream needs a separate scope. Scope and timing are agreed around your decision and participant availability.
Discuss the assessment scopeBefore the assessment begins, we explain what participation involves, who will receive the findings and how feedback is handled. Evidence checks, working scenario and participant availability are agreed in the written engagement scope.