Leadership Evaluation

Assess, manage, and align leaders with your strategic objectives

Business leadership consultancy. We measure how teams perceive their leaders, identify management styles, and help you develop the leadership the organization needs.

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Avaluació del lideratge Strategic alignment Cost reduction Productivity improvement

Hundreds of companies trust Openmet

How does leadership assessment work?

  • We help you define which type of leadership best fits your organization’s culture and strategic objectives. Each leadership model has a description of associated competencies.
  • We can also enrich the assessment with our competency dictionary.
  • We carry out a competency assessment of your leaders.
  • We deliver results and reports to help you understand how to improve.
  • We advise you on how to deliver the results back to the leaders.
  • We guide you on how to develop the competencies that need improvement.

Our model

The 4 key leadership styles for organizational development

Digital leadership

A leader focused on the strategic use of a brand’s or organization’s digital assets to achieve its business or online presence objectives, strengthening its reputation, focused on looking outward, on delegating, on promoting boldness, favoring action over planning, and valuing collaboration over individual effort.

Agile leadership

Facilitative leadership, responsible for empowering teams, providing them with all the knowledge and resources needed to do their work efficiently on their own, and making them take ownership of their own tasks.

Resilient leadership

Leadership capable of adapting to and effectively facing unexpected challenges and changes. The ability to overcome adversity, recover quickly, and keep moving forward. A resilient leader handles pressure, stress, and difficulties while maintaining a positive, solutions-focused attitude.

Sustainable leadership

Leadership capable of sustaining the organization’s success and prosperity without compromising the well-being of people, the environment, or the economy. It considers the needs and expectations of all stakeholders and seeks innovative, effective solutions to address the social, environmental, and economic challenges the organization faces.

Why is it important to measure leadership competencies?

Strategic alignment

Leadership aligned with strategy ensures that actions and decisions are in line with the organization’s objectives, that the strategy is understood and communicated effectively, delivering successful results for the organization.

Cost reduction

When leaders are effective, costs associated with employee turnover and constant training can be reduced. Good leadership can also help reduce absenteeism and increase employee retention.

Increased profitability

Effective leadership can drive improved financial performance for the company. Companies with effective leaders are 3.5 times more likely to be profitable than companies whose leaders don’t fit the strategy and organizational culture.

Talent attraction

Effective leadership can help attract and retain the best employees. When employees feel they’re being led by an effective leader and have the opportunity to grow and develop, they’re more likely to stay with the company in the long term.

Productivity improvement

When leaders have the skills needed to motivate and direct their team, significant productivity gains can be achieved. Companies with highly effective leaders tend to be 50% more productive than the average.

Your partner

Why Openmet?
You need a partner, not just software

20+ years of real-world experience

Over two decades driving leadership assessment in organizations across every sector.

500+ companies vouch for us

The trust of hundreds of clients certifies the strength and reliability of our methodology.

Proprietary technology

Exclusive Business Intelligence software to analyze results and make data-driven decisions.

Expert guidance

More than a platform. We're a consultancy specialized in leadership assessment that helps you execute and measure every improvement.

AI-augmented consultancy

More time with you, less spent on document production. We let artificial intelligence work in the background so we can focus where we add value.
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Start assessing and managing organizational leadership at your company today






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    News, tools, techniques, and advice on leadership assessment and management

    Delegation

    Delegation, not instruction: Concept and evaluation

    Delegation is one of the necessary skills of any Leader. Good delegation is far more than the transfer of tasks and functions. To delegate properly, we need to analyze the skills, personality and experience of the people to whom we want to delegate a task. Being a good leader means being knowledgeable of the qualities and skills of team members. The person assigning the responsibilities also needs to clearly explain what they expect and provide the tools, support and funds needed to carry out the task. It is very important that the person delegating the task grants autonomy and decision-making capacity to the other person, trusting in their abilities while offering help and support when the situation so requires. Only leaders who meet these requirements will be able to retain and attract the best talent for the organization, improving the work environment and increasing business productivity and profits. To analyze the index of delegation in a company, we need measuring tools and subsequent support. There are two basic measuring tools to determine this index: Work Environment Study and Competency-based Assessment. The Work Environment will tell us how much the leaders delegate in the opinion of different reference groups. Work Environment also gives an insight into the perception of general leadership, commitment, talent management, organizational efficiency and assessment of hygiene factors Competency-based Assessment can be useful in two ways: to define the desired competencies and to find out the their development index. This is a more personal type of assessment where, besides analyzing the delegation skills of the leader, we can analyze the response of different team members to the delegation. An effective assessment allows us to correct delegation behaviors through the opinions of others and self-criticism. […]Read More… from Leadership Evaluation
    Liderazgo

    Leadership: Points to analyze in a Work Climate project

    This article attempts to show the keys to Openmet’s work environment model based on EFQM. The second factor in the 5F model, “5 factors for assessing human and organizational potential”, is Leadership. This factor belongs to the Motivators group (Commitment, Leadership and Talent Management). Leadership. Work environment survey Leadership has four major indicators guiding us to the keys of this factor. They are: People management, Empowerment, Recognition and Feedback. The leadership evaluated is direct. 1.People management This indicator relates to the direct management of work teams and the role of the leader. The key competencies in direct team management are setting clear guidelines, active listening to ideas, conflict resolution, coordination, accessibility, clear and honest communication and team motivation. 2. Empowerment The delegation of responsibilities, the team’s knowledge of its goals and responsibilities, the leader’s ability to get the most out of their team members and the confidence they exude are the keys to effective team delegation. 3. Recognition Making sure that the team feels acknowledged is one of the hardest things for a leader to achieve. By assessing the level of recognition and comparing positive and negative feedback, we can reflect on these aspects of team management 4. Feedback Another of the most critical indicators in leadership is feedback. Clear and direct feedback, performance reviews and objective evaluation criteria are the key aspects of this indicator In summary, Leadership in the 5F work environment model, centers on aspects of direct people management. Good leader communication, coordination, accessibility, conflict management, team coordination, clear and correct delegation, recognition and constant and objective feedback are the keys to leadership assessment in our model. More information on Work Environment. […]Read More… from Leadership Evaluation
    Confianza en el líder

    The Roles of a Leader – Building Worker Commitment

    How to build trust and put to rest the doubts that workers may have in times of instability are big question marks that companies face and attempt to resolve through a leader who can contribute value and trust as well as knowledge. In this article, we are going to outline some of the key factors in rebuilding the trust of our workers. So what are the means available to companies for earning this commitment from their workers? Article published in the specialist magazine “Equipos y Talentos”. Iñaki Orbegozo Sierra (Openmet) and Roberto Angrehs (D y OR) When leaders create trust and understanding, people want to work with them. Experts in building or killing commitment? This is a question that leaders – who aren’t necessarily bosses – need to ask themselves on a regular basis. Some people think that workers should show commitment simply because they are lucky enough to have a job in these difficult times. But often times we forget that people are not constantly thinking about the risk of losing their job or, what’s worse, the burden of uncertainty created by these thoughts, and they either ignore it or adopt a wait-and-see attitude.This is why leaders play such an important role in building commitment among workers. However, what often happens is that the manager has not been given this task as part of their duties; it may have got lost along their professional path in the company for various reasons or they may never have been assigned it. As we reach the more senior positions of decision-making, both formal and informal, we find different ways of looking at the same information, depending on who has issued it. Nonetheless, we should remember that workers always have the possibility of asking for clarification. We must not lose sight of the fact that employees are reviewed based on the results obtained by third parties and if these third parties do not see commitment in the worker, it will affect their performance. Workers may feel that it is impossible to be committed to their work after seeing wage cuts and working longer hours and on different tasks. And yet, despite everything, some still produce good results and others not so much. Enough is enough! We need to realize that worker commitment does not always depend on the leader, although it is easier, more comfortable, more straightforward or simply liberating to pass the buck on to others. However, when people understand themselves and understand the personal benefits of working to achieve the aims of the organization, they eventually commit. Similarly, when leaders build confidence and understanding, people want to work with them; they are prepared to listen to them and act accordingly. Therefore, creating or developing new knowledge, skills, abilities or competencies so that people know how to do what is asked of them better, gives them greater confidence in themselves and they become more open to new challenges. Changing old habits for new, more effective ones or simply ones that are better suited to the new circumstances requires persistence and discipline. To help with the adoption of these new behaviors, the leader can support workers in persevering until it becomes natural. It is vital to know how to take people to a higher level of development where they feel that they can easily do a better job; however, the key to consolidating commitment – and results – lies in creating a working atmosphere that makes them never want to leave. So it’s time for leaders to reflect: is it being done or are we telling ourselves that there’s no time for anything with today’s hectic pace? I sometimes hear comments like “it’s very difficult to build commitment in people” and I usually correct them with this: “it’s not difficult; it takes effort, which isn’t the same”. Because building commitment is a way to ensure that good intentions translate into real changes in work, results that go beyond standard or simply what is expected. Not only is creating this state possible, it must be done because the future is at stake. Remember “people do not run from their organizations, they run from their bosses”. A study was conducted during the Vietnam war to find out why soldiers completing their tour of duty stayed on for a new one and… what do you think the most common answer was? : I do it for the chief and my team! But… how do I know if my employees are committed? Am I encouraging commitment in my team? What tools does my company give me to do this? What do I need to keep in mind? How do we quantify commitment? Commitment does not only involve the leader. The environment, the company, the team and the type of work are all factors that affect worker commitment to some degree. Social environment, however, is the factor where we can least impact on commitment. The economic situation, the worker’s personal situation and the situation of the industry are all aspects that affect it. The foundations of a work commitment are the employee’s relationship with the organization. Without the company’s support, leaders cannot be engines of motivation and commitment. They need tools and a comfortable environment. It is important to align the culture, mission, values and philosophy of the company as intangible links to foster commitment and motivation in the company. Equally important are fluid and transparent communication, work environment, available resources, recognition, flexible working arrangements, clear goals, social benefits and salary and incentive policies. The group of workers around us and their characteristics, such as the type of communication, leadership style, and teamwork culture are also motivating or demotivating elements. And lastly, the work itself, our duties, the competencies to carry it out, our satisfaction with the job done, and identification with individual goals are additional generators of worker motivation and commitment. In this regard, there are encouraging data to indicate that most people enjoy the work they do (8 out of every 10 according to our Work Environment Survey Spain 2012-2013). The problem is the environment they are in or how they perceive it. So the question arises again… What next? At Openmet, we propose working on continuous improvement: planning, acting, measuring and reacting. […]Read More… from Leadership Evaluation
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