Identify Gaps

In order to effectively identify organizational/leadership gaps, fact-based diagnostic methods are needed to ensure your investment of time, money and other resources is focused on the right area. More specifically, sound methods are needed to address gaps regarding a leader (or a leadership role), an executive team or an organization (e.g., a department, a division, an entire company). Therefore, all OrgLeader’s diagnostic approaches are based on its AAM framework.

OrgLeader’s AAM Framework for Identifying Gaps

OrgLeader’s AAM Framework for Identifying Gaps

  • Hiring Leaders
  • Developing the capabilities of
  • Determining successors for
    leadership roles
  • Enhancing executive team
  • Improving organizational
  • Finesse
  • Leadership derailers
  • Conflict management modes
  • Employee engagement
  • Personality attributes
  • Leadership Styles
  • Values
  • Organizational climate
  • Critical thinking
  • Emotional intelligence
    • Surveys and Instruments
      • Finesse Proficiency
      • Hogan Development Survey
      • Thomas-Kilmann Conflict
        Mode Instrument
      • Employee engagement surveys
    • Interviews
      • Behavioral interviews
      • Topgrading interviews
      • Stakeholder interviews
    • Focus Groups
      • By position
      • By department
      • By management level
      • By product/service




    How the assessment
    will be used

    The elements, factors,
    areas and characteristics
    to be assessed

    The procedures used to
    accurately and reliably
    assess the aspects of

    Accuracy and consistency are critical for obtaining valid assessment results. This is the reason OrgLeader uses the top tools on the market as an integral component of its diagnostic approaches. Learn more…

    Example Client Engagements:

    • The executive team of a company in growth mode struggled to collaborate as members tried to address strategic business issues. OrgLeader conducted a team assessment that pinpointed the executive team’s strengths and limitations. As a result, members knew where to focus to become a high-performing team.
    • After acquiring another company, a client realized it had incumbents in redundant leadership roles and no consistent means of gauging the capabilities of the leaders. OrgLeader evaluated the client’s leadership bench strength and determined how to best deploy these leaders as the two companies integrated.
    • A values-oriented client needed a CEO who fit the company culture and could execute with finesse that would help the executive team and the organization reach their potential. OrgLeader used its in-depth assessment process to evaluate the leading candidates which enabled the company to hire the optimal executive.


    “I had the opportunity to have Ryan work with our management team within my division. He was able to effectively assess our team and work with us on leadership development. He helped us effectively identify the team issues and provided us with the tools and understanding required for us to develop and move forward. We continue to reap the benefits today.”

    Rick Blazier
    Senior VP/Regional Leader