Assessments & Insights
Clarity When Leadership Decisions Matter Most
When your organization is approaching growth, you need a clear, objective understanding of whether your talent is ready for what’s next.
Our Assessments & Insights practice provides executives, boards, and investors with a grounded understanding of leadership capability, potential, and risk to make confident decisions about key talent moves and structure.
Why HAVEN Assessments & Insights?
We deliver clear insights when it comes to:
- Private Equity and Venture Capital transactions and investments
- Executive and C-suite candidate assessments
- Internal leadership readiness and promotion decisions
- Succession and bench-strength evaluations
- Leadership team and function-level capability assessments
- Organizational readiness for scale or transformation
Our Approach
We combine a structured, data-driven methodology with experience and judgment to produce a reliable, decision-ready view of talent, including:
- Custom competency and leadership rubrics aligned to your organization’s future-state requirements
- Validated psychometrics to assess capability, potential, and risk
- Qualitative interviews and calibration to contextualize data and surface organizational dynamics
- Clear communication and expectation-setting to support trust, participation, and adoption
- Integrated synthesis that connects individual findings to the implications across the broader organization
What We Deliver
- A clear, evidence-based view of strengths, gaps, and role fit
- Insight into leadership capability and how the system around them is functioning
- Practical recommendations tied directly to business priorities
- A narrative that can be confidently used with boards, investors, and stakeholders
Our Assessments & Insights Offerings
Executive & C-Suite Assessment
For high-stakes acquisition, hiring, promotion, or succession decisions
A structured, objective assessment of senior leaders or executive candidates against the specific demands of the role and business context. In this work, we evaluate capability, potential, and risk to help decision-makers determine whether a leader is positioned to succeed now—and as the organization evolves.
Common use cases: CEO and C-suite hiring, internal promotions, board-level decisions, succession planning
Leadership Readiness & Promotion Assessment
For evaluating internal talent and bench strength
An assessment of current leaders or high-potential talent to determine readiness for expanded scope, increased complexity, or new roles. This package focuses on role fit, development needs, and promotion risk to support confident internal talent decisions.
Common use cases: VP and director promotions, succession pipelines, high-potential programs
Organizational & Functional Readiness Assessment
For scale, transformation, or operating model change
A function- or organization-level assessment that evaluates leadership capability, role clarity, and organizational dynamics in relation to future-state needs. This work identifies gaps, risks, and priorities before major growth, restructuring, or transformation efforts.
Common use cases: Pre-scale readiness, post-turnover stabilization, transformation planning, new leadership resets
Pre-Close Leadership Due Diligence Assessment
For Private Equity and growth investors evaluating leadership risk pre-transaction
A targeted, time-bound assessment designed to give investors a clear, objective view of the strengths, gaps, and risks within the current leadership team before a transaction is finalized. This package focuses on leadership capability, operating maturity, and execution risk relative to the investment thesis and value-creation plan. We assess whether key leaders can deliver against the next phase of growth, where the real risks lie, and what interventions may be required post-close—without disrupting the deal process.
Common use cases: PE or growth equity transactions, platform acquisitions, add-on diligence, founder-led company assessments, go-forward leadership risk evaluation
Success Story
Assessments & Insights
Context
Our client was preparing for significant growth following a period of leadership turnover, unclear role expectations, and inconsistent definitions of product leadership. Read about how HAVEN helped this client move forward with confidence.Learn More
FAQs
Choosing an executive coach is a big decision. Some say qualifications matter most; others say chemistry is most important. At HAVEN, we think both are necessary. That’s why all our coaches have formal coach training and business experience and represent a versatile set of coaching styles. Yet, there’s one more consideration essential to making this investment worth it.
It depends. Coaching is expensive and only worth it for some. Complete this scorecard to help you decide. [Trevor: Answer code yes/no/not sure]
- Does the recipient want coaching?
- Does the recipient need to develop to achieve his/her/their goals?
- Is the recipient capable of change?
- Can the recipient make the time to invest in coaching?
- Would the organization be receptive/supportive?
- Is coaching a last-ditch effort to “save” recipient from termination? [reverse coded where yes calculation would go into no score]
- Does the organization have the budget for coaching?
- Have (or will) internal supports been provided like feedback and mentoring?
[If 70% or more are yes]: Great, it sounds like coaching may well be a smart investment in this time. If you want to discuss further and/or get to know our coaches, complete this quick form and we will get in touch.
[If 70% or more of answers are no]: From our experience, it doesn’t sound like coaching is the right intervention in this instance. We’d hate for you to invest finite resources on something with such a questionable return but if you think there is a case for coaching, reach out to us to talk.
[If no clear winner or most answers are unsure]: From our experience, positive answers to these questions are proportional to the success of the partnership. As such, we’d encourage you to uncover these answers before you determine if coaching is the right step at this time.
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