{"id":7529,"date":"2020-10-01T11:47:18","date_gmt":"2020-10-01T15:47:18","guid":{"rendered":"http:\/\/epsi-inc.com\/clients\/anonyme\/"},"modified":"2022-07-27T14:47:03","modified_gmt":"2022-07-27T18:47:03","slug":"id-leadership","status":"publish","type":"epsi_studies","link":"https:\/\/epsi-inc.com\/en\/etudes-cas\/id-leadership\/","title":{"rendered":"ID-Leadership"},"content":{"rendered":"\n

The ID-Leadership (Ldr) allows<\/span> you to analyze a person’s leadership based on their<\/span> competencies. Used for recruitment<\/span> purposes, it<\/span> allows the detection of leadership potential in candidates by targeting the essential competencies. It can also<\/span> be<\/span> used to measure key aspects of leadership for development, training,<\/span> or coaching purposes.   <\/span> <\/span><\/p>\n\n\n\n

<\/div>\n\n\n\n

The issue<\/strong><\/h2>\n\n\n\n

Organizations regularly ask candidates to complete psychometric tests as part of their staffing processes. Successful completion of these tests is often a prerequisite to obtaining a position. Can having already completed a test as part of a personal development process favour a candidate? EPSI has answered these questions. <\/p>\n\n\n\n

<\/div>\n\n\n\n

The approach<\/strong><\/h2>\n\n\n\n
  • Analysis of the ID-Leadership databases  <\/strong> <\/li><\/ul>\n\n\n\n

    In order to determine if the information received during the ID-Leadership test in development mode could have an impact on the results of the test in staffing mode, we examined the ID-Leadership database to identify individuals who had completed the test twice. A total of 50 participants fell into this category. <\/p>\n\n\n\n

    • Observations of the results obtained<\/strong><\/li><\/ul>\n\n\n\n

      The analysis of the results obtained after taking the test twice showed that there were very small, non-significant variations in the results. In some cases, an increase in results was observed (e.g., decision leadership\/intrinsic motivation) while in other cases, a decrease was noted (e.g., action leadership\/personal orientation).<\/p>\n\n\n\n

      • Conclusions<\/strong><\/li><\/ul>\n\n\n\n

        A very high level of stability was observed even though the participants have access to their test results and receive personalized feedback.  Leadership thus appears to be a very stable characteristic that varies little over time.  The development of leadership skills would therefore occur over a medium to long- <\/s>term horizon (more than 2 years).<\/p>\n\n\n\n

        Finally, the fluctuations observed are normal and reflect the fact that fundamental human characteristics vary slightly with time and circumstances. <\/p>\n\n\n\n

        <\/div>\n\n\n\n

        Outcomes<\/strong><\/h2>\n\n\n
        \r\n
        \"\"<\/div>\r\n
        \r\n

        <\/h4>\r\n

        The analyses conducted confirm the observations made in the scientific and professional literature.\u00a0\u00a0\u00a0<\/p>\r\n <\/div>\r\n<\/div>\t\t