Business Psychology and Leadership Development

When this service is useful

• A leader is moving into a new or more complex role.
• Repeated conflict or avoidance is affecting decisions.
• A leadership team needs stronger alignment and working relationships.
• A board or leadership team needs a structured view of leadership readiness.
• A development plan needs evidence, feedback, and follow-through.

Examples of what the engagement may cover depending on the agreed scope

• Leadership context review and stakeholder interviews.
• Selection and administration of an appropriate psychometric assessment, with clear briefing and feedback.
• Individual feedback and development planning.
• Leadership coaching linked to agreed goals.
• Team alignment or behavioral workshops.
• Follow-up reviews and adjustment of development actions.

Psychometric assessment: what it adds

Psychometric assessment provides structured evidence about how a person tends to think, communicate, stay motivated, and respond to pressure or change. ERTHAK considers the findings alongside the role context, interviews, and other relevant information.

• Everyday strengths, behaviors, and communication patterns.
• Potential derailers that may appear under stress or uncertainty.
• Values, motivations, and the work environments in which a person is likely to thrive.
• Alignment with intrapersonal, interpersonal, technical or work, and leadership competencies.

Three levels of assessment use

• Introductory: build self-awareness around style, strengths, and areas that need attention.
• Specialized: connect results to role requirements and agreed competencies.
• Integrated: translate the findings into a development roadmap, practical guidance, and structured feedback.

Reports, feedback, and responsible use

• Reports explain likely strengths and vulnerabilities and turn insight into practical stop, start, and continue behaviors.
• Individual results remain confidential. Organizational reporting is aggregated unless the participant gives informed consent.
• Assessment is not a medical diagnosis or psychological treatment, and it should never be the sole basis for recruitment, promotion, or succession decisions.

Illustrative outputs depending on the agreed scope

• An assessment and feedback summary appropriate to the agreed audience.
• An individual or team development plan.
• Clear coaching goals and review points.
• Recommendations for the surrounding leadership system, where relevant.

Who we work with

Current and emerging leaders, executive teams, boards or governing bodies, and people responsible for leadership development.