Assess Leadership Potential
Match Leaders to Roles
that Fit Their Strenghts
and Potential
Expedite your selection process by identifying leaders who align seamlessly with your hiring needs and organizational culture.
Select Right Leaders
High-touch
3 levels
of leadership are recognized, each demanding distinct leadership behaviors.
7 traits
drive leadership behavior, identify potential, and influence natural skills.
30 mins
In under 30 minutes, leadership potential is assessed, with results available instantly.
24/7
is our global avail-ability to run assessments to accomodate senior leaders’ busy schedules.
Leadership Isn't One Role,
There Are Three Levels
There are three leadership levels in organizations: senior leaders set strategic vision, mid-level leaders drive implementation, and frontline managers coordinate staff. Our extensive research shows that success at each of these level is driven by combination of seven leadership traits.
Leadership Ability is Linked to
Leadership Traits
We assess seven personality traits that identify leadership potential and drive behavior: Organized, Curious, Ambitious, Caring, Outgoing, Resilient, and Avid Learner. Understanding these traits helps identify one’s natural predisposition to support or challenge the development of skills at the frontline, mid, or senior leadership levels.
Assessments Take 30 mins,
with Immediate Results.
Leadership potential is assessed in under 30 minutes via a personality questionnaire and learning aptitude assessment, offering instant results. This enables quick decisions, actionable insights, and alignment with organizational goals, with the option to invite leaders to assess their leadership performance in the Pinsight’s simulation-based assessment.
Available Globally With a Click
of a Button
Pinsight assessments are available anytime, anywhere, and at any scale. Designed for rapid virtual deployment, our assessments are also available in multiple languages.
Assess Leadership Traits Predicting Success at Each Level
Frontline Managers Coordinate Staff
Frontline managers oversee staff and coordinate tasks to align daily operations with upper management strategies, focusing on execution over long-term planning. Most begin their managerial careers here. Ambitious and Organized are key traits for success at this level.
Mid-level Leaders Drive Implementation
Mid-level leaders manage managers, implement strategy, and build systems that support the company’s mission. They report to senior leaders and oversee frontline managers to ensure goals are met. Outgoing and Curious are key traits for success at this level.
Senior Leaders Set Strategic Vision
Senior leaders set the strategic vision, establish goals, and adjust the organization’s path based on external opportunities and risks. They focus on key decisions, shaping culture and acting as role models. Avid learner, Caring, and Resilient are key traits for success here.
We Assess Seven Leadership Traits Naturally Driving Leaders’ Behavior
Curious vs. Practical
Curious individuals are strong strategists and visionaries who drive innovation. They enjoy solving complex problems and exploring business scenarios, often noticing trends others miss.
In contrast, those low in curiosity are practical, linear thinkers. Though they may seem less strategic, they are pragmatic in decision-making and work.
Organized vs. Flexible
Organized individuals plan well, follow rules, and deliver on time, thriving on structures and predictability. High scorers are methodical and reliable, with strategies to manage setbacks. They think linearly and follow systematic decision-making.
In contrast, those low in organization are flexible and tolerant of ambiguity, which is crucial for innovation.
Ambitious vs. Laid-back
Ambitious individuals make determined decisions and set challenging goals they typically achieve. Competitive and status-driven, high scorers take initiative, display confidence, and influence others. They decide quickly, even with incomplete information, avoiding decision paralysis.
In contrast, low scorers are laid-back and hesitant to take charge, often struggling to create urgency.
Outgoing vs. Reserved
Outgoing individuals are charismatic, build rapport quickly, and communicate effectively. High scorers are charming, talkative, and enthusiastic, which enhances their communication and influencing skills. People enjoy listening to them and are likely to retain their messages.
In contrast, those low in outgoingness are composed, reserved, and good listeners, remaining calm in stressful situations.
Resilient vs. Sensitive
Resilient individuals persist through obstacles, staying positive and confident in challenges. High scorers remain calm under pressure, which enhances their leadership abilities and helps them find win-win solutions in negotiations.
In contrast, those low in resilience may be sensitive and experience shifting emotional states, often becoming impatient or easily frustrated.
Caring vs. Result-oriented
Caring individuals value cooperation and harmony, intuitively understanding others’ needs and offering support. High scorers are perceptive and empathetic, excelling in leadership skills like active listening and mentoring.
In contrast, leaders low in caring are tolerant and accommodating, focusing on objective decisions and results.
Avid- vs. Self-Learner
Avid Learners love to learn and constantly seek opportunities to deepen their knowledge. High scorers strive for continuous improvement, enjoying staying updated with trends. Their curiosity leads to diverse interests and quick learning.
In contrast, low scorers prefer self-directed learning, which allows them to focus on building deep expertise in specific areas without distraction.
A Global Study of Leadership Potential: Coming Soon!
Explore our research on 13,000 leaders, explaining how success at each leadership level is driven by seven distinct traits we assess to determine leadership potential.
Authors
Authors
Pinsight’s Award Winning Solutions are Trusted by Talent Acquisition Leaders and Industry Experts
BRANDON HALL GROUPTM
Technology Excellence Award
HR TECH AWARDS
Talent Acquisition
“Pinsight’s Work Styles Profile, recognized with Gold in the Brandon Hall Group™ Excellence in Technology Awards, identifies leadership potential and aligns leaders with the right leadership level, matching their natural strengths and growth potential. Backed by data from 13,000 leaders, it helps build a future-ready pipeline. Leaders identified through this process are proven to be significantly more likely to advance, excel as top performers, and retain their teams.”
Roberta Gogos
Vice President,
Principal Analyst
“Partnering with Pinsight has been one of the most strategic talent planning decisions I have made. Not only do the tools and resources help elevate our leaders’ skills and abilities the support from the Pinsight team is clearly industry leading. CEO said ‘Pinsight is not a typical vendor relationship or presentation. They exceed expectations.’ Anyone who is looking for assessment support, selection guidance and criteria, or leadership development should absolutely invest with Pinsight.”
Sarah Jackson
Chief People Officer
“Pinsight provides an excellent process from start to finish, where feedback is crucial for successful development. It offers a unique perspective on development needs and competencies, serving as a clear, practical guide to focus time, energy, and resources”
Marta Amaya López
Development and Training Consultant
“Pinsight has been amazing in the pivoting to meet our needs during a fast ramp up. The team is really great, driving the process with excellence.”
Michelle Taylor
Senior Sales Training Manager
“Pinsight has become essential to our talent management strategy at Middle Ground Capital. The tailored assessments offer deep insights that help us support employee growth and retention, fostering a culture of self-awareness and continuous improvement. By aligning each team member’s development with our values and goals, Pinsight empowers our people and has helped us maintain retention rates far above industry norms. It’s a critical part of our approach to nurturing top talent.”
Kristen Baily
Director of Human Capital
Success Stories
Success Stories
6x
More likely to be seen as a top performer for leaders who received high Potential score on the Pinsight assessment.
Fortune 500 Financial company
$7B in revenue
20k employees
7x
More likely to retain their direct reports for leaders who received high Potential score on the Pinsight assessment.
Fortune 500 Financial company
$7B in revenue
20k employees
3x
More likely to advance their careers faster for leaders who received high Potential score on the Pinsight assessment.
Fortune 500 Financial company
$7B in revenue
20k employees
For the Past 16 Years,
We Have Assessed Potential at More than 100 Companies
Pinsight’s leadership assessments have driven successful talent decisions across organizations of all sizes and industries—enhancing leadership effectiveness and scaling with their needs and growth.
Top Use Cases
for Assessing Leadership Potential
High-Volume
Recruitment
Use case: Organizations filling multiple leadership roles, especially in growth or restructuring phases.
Application: Screening large applicant pools to identify high-potential candidates who not only meet immediate role requirements but also align with future leadership needs. This streamlines hiring for mid- to senior-level roles.
Scaling & Rapid Expansion Hiring
Use case: Fast-growing companies in need of leaders who can scale with the organization.
Application: Identifying candidates who can adapt quickly to growth and increased responsibility, with assessments focused on agility and capability for advancement.
Cultural Fit & Role Alignement
Use case: Ensuring that new hires at leadership levels align with the company’s values and culture.
Application: Assessing how well candidates fit with the organizational culture and leadership style, beyond technical skills. This use case is essential for roles with high influence on company culture.
Diversity & Inclusion Initiatives
Use Case: Building a diverse leadership pipeline that supports Diveristy, Equity, and Inclusion goals.
Application: Identifying high-potential candidates from diverse backgrounds who can grow into leadership roles, supporting the organization’s diversity and inclusion objectives.
Mergers & Acqusition Assessment
Use Case: Evaluating leadership talent in newly acquired companies.
Application: Post-merger, the tool identifies leaders in the acquired company who align with the parent company’s leadership needs, facilitating smoother integration and retaining high-potential individuals for future growth.
Succession
Planning
Use Case: Companies building a pipeline of leaders who can move into critical roles over time.
Application: Assessing internal and external candidates to gauge their readiness for succession into key roles. The tool can highlight candidates with high potential for growth and align them with anticipated leadership openings.
Coaching Needs
Analysis
Use Case: Identifying and supporting leadership development needs among current employees.
Application: Using the tool to determine which employees have high potential and require structured leadership development or coaching. This enhances retention and prepares employees for internal mobility.
Early-Career (HiPo) Programs
Use Case: Organizations that hire early-career talent for leadership-track programs.
Application: Screening recent graduates or entry-level employees to assess future leadership capability. The tool can prioritize candidates with strong growth potential and a long-term fit with the company’s leadership needs.
Preparing for
Transitions
Use Case: Organizations focused on ensuring leaders are equipped to step into roles with increased scope.
Application: The tool assesses leaders’ potential for new level roles, identifying those with the right leadership traits, ensuring smooth transitions, reducing performance risks, and strengthening succession planning.
Make the Right Talent Decision with Pinsight
Our selection reports are easy to understand, empowering you to expedite your selection process by identifying growth potential of your leaders. They include an executive summary and personality risk monitor.
Selection Report
Selection Report
Selection Report
Prioritize Development for High-potentials
Our development reports offer personality insights, growth potential and development plans for your leaders, based on Dr. Martin Lanik’s evidence-based Leader Habit formula.
Development Report
Development Report
Development Report
Additional Resources
Behavioral Interview Guide
Use tailored behavioral interview questions from assessment results to uncover gaps and potential risks. Focus on emerging and proficient skills with prompts for deeper discussions and effective evaluation.
Leadership Level Match
Fill critical positions with individuals who have the right leadership characteristics for their levels, fostering effective leadership and strengthening the future leadership pipeline.
Development Plan & Interpretation Video
The plan includes habit-building activities to strengthen the top three skills aligned with their leadership style, along with a guided video by Dr. Martin Lanik for deeper self-awareness about personality insights.
Potential in Group Analytics
Compare participants across your organization with their psychometric results. Optionally, invite high-potential leaders to showcase their performance in the Pinsight’s simulation.
Let's Design a Solution Perfectly Tailored to Your Organization's Needs
Consult with our design team
who is ready to support your
vision and goals
Brandy Benak, MA
Principal Solution
Design Consultant
Select Leaders for Director & Vice President Level Roles
Simulation-based selection assessments created by Dr. Martin Lanik ensure a top-notch candidate experience for senior leaders.
Assess Readiness for Mid and Senior Leadership Roles
Using Pinsight readiness assesssments to inform your talent decisions minimizes adverse impact and promotes fair practices.
