Shaping future-ready executive leadership

Navigate complexity and drive sustainable business success through data-driven executive assessment solutions. Executive success in today’s complex business landscape requires more than just traditional leadership capabilities.

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0

market value lost due to poor C-suite leadership appointments[1]

0

of executives depart within 18 months[2]

0

of leaders report feeling overwhelmed[3]

0

successfully navigate leadership paradoxes[4]

Mitigate Leadership Risk, Ensure Business Continuity

In an environment where leadership uncertainty and turnover are at critical levels, robust executive assessment becomes essential for:[5]

  • Identifying resilient leaders
  • Ensuring leadership readiness
  • Supporting succession planning
  • Driving organizational growth and transformation 
  • Enhancing leadership well-being
  • Building sustainable organizations

The New Leadership Reality

Business Challenges
  • Acceleration of digitalization and AI
  • Geopolitical complexities
  • Emerging business models
  • Skills-based economy
  • DEI imperatives
Personal Challenges
  • Leadership uncertainty
  • Role transitions
  • Well-being concerns
  • Complex decision-making
  • Stakeholder management

0

of C-Suite and executive leaders express uncertainty about their future

3 in 10

leaders globally consider leaving their organizations within 12-18 months

2 in 10

leaders anticipate potential role elimination within 2 years

0

of leaders report feeling overwhelmed and exhausted, with declining well-being
Selecting a new executive is one of the riskiest decisions that Board members need to make.
Warren Buffet

The pace of change is fundamentally complex and unpredictable

Master the Five Leadership Paradoxes

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Executive Leadership Impact Assessment Approach

Why Choose Mercer's Executive Leadership Impact Assessment Approach

‍Cracking the Code: Five imperatives for executive assessment success

Hiring the right executive talent is crucial for driving organizations — and society — forward. However, it is a complex process that requires a thorough analysis of candidates' critical experiences, business mindset, skills and behaviors.

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References
  • 1 The High Cost of Poor Succession Planning, Harvard Business Review
  • 2 The Biggest Mistakes New Executives Make (hbr.org)
  • 3 Mercer Global Talent Trends 2024, Mercer Talent Enterprise Science of Well-being Whitepaper 2023
  • 4 Mercer Overall Leadership Paradox Index
  • 5 Mercer Global Talent Trends 2024, Mercer Talent Enterprise Science of Wellbeing Whitepaper 2023

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