Assessment with a Journalist
I had an unusual experience recently: assessing a journalist from the #Handelszeitung. She “passed” brilliantly… if you read German, have a look here on how it went for us… or if you don’t read German there is an AI generated recap in English further down.
https://lnkd.in/esSM92P5
Recap in English of the article, done by our AI friend:
The article begins with a dramatic scene where an actress playing a union leader, enters a room defiantly, vehemently protesting against declining wages and increasing work hours. Although this confrontation is staged, it highlights the importance for leaders to be prepared for tough negotiations with employee representatives. Such simulations are part of assessments that executives undergo during job transitions. The article explores the workings and effectiveness of these evaluations by detailing an assessment experience at Novelia, a provider in Lausanne.
Novelia conducts approximately 250 assessments annually, a number that is steadily rising. This increase is attributed to the growing complexity of the world and the heightened demands of leadership. Companies are not just seeking the best candidates, but also the right ones, as a poor hire can be more costly than thoroughly vetting candidates through assessments. Based on their high costs, companies expect clear recommendations and quality evaluations in return.
The article introduces Frode Hvaring, the Managing Director of Novelia, depicted as a person with a firm handshake, friendly face, and engaging manner. Hvaring’s extensive HR experience at Credit Suisse, Caterpillar, and Eurovision equips him with insights into effective recruitment practices. However, beneath his pleasant demeanor lies a stringent critic, as demonstrated during an assessment where the author, Tina Fischer, interacts with the actress, playing the role of a confident and uncooperative employee.
Fischer receives immediate feedback from Hvaring; she is critiqued for not being assertive enough and for failing to effectively portray her position as a superior. Her proposed solution is deemed to have potential for further conflict. Despite feeling the urge to justify her actions, Fischer refrains, aware that assessors do not appreciate such defenses. Hvaring emphasizes that candidates must treat the assessment’s snapshot as an opportunity for the desired role, and statements like “I would do it differently in real life” are disqualifying. He thereafter discusses alternate behaviours which might work better in future situations.
The article concludes with a reflection on Fischer’s strengths and weaknesses in relation to the position, acknowledging the intensity and critical nature of leadership assessments. Through this experience, the article underlines the necessity for firms to invest in rigorous evaluations to ensure the selection of suitable leadership candidates, ultimately benefiting organizational success.
§ § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § § §
Dr. Frode Hvaring is an international Leadership, Culture and Talent Expert. He held various regional and global roles as COO and CHRO in employer lobbying, Swiss banking, power industry, media organisations, technology scale-ups, e-mobility and higher education.
As Managing Director at Novelia SA, a bespoke provider of assessment centres and talent development solutions based in Switzerland, Frode enables regional and global companies to optimize their Human Capital, working with leaders on Governance, Strategy and Culture.
Frode teaches Corporate Strategy and Leadership for EMBA and MBA students in renowned business schools in Western Switzerland and serves on a few start-up and scale-up boards.
He has a Masters in Economics from Fribourg University, Switzerland and post-grads from IMD and Thunderbird. His doctoral degree, focusing on Cultural Ignorance, was earned at Grenoble Ecole de Management and Istituto Sant’Anna di Pisa.