I don’t prepare you to pass an assessment. I help you arrive as the leader that role needs, and make sure it shows.
In multinational companies, the step into senior leadership often runs through an assessment center: competency-based interviews, role plays, business cases and psychometric tests designed to observe how you think, decide and relate to others under pressure. I’ve worked with executives who now hold the positions they prepared for, and they almost always arrive in one of these situations:
The role opens in a few weeks, the process has several stages and one of them is eliminatory. You need a plan, not just good intentions.
You know what to say about your results. What creates tension is improvising in a difficult situation while someone is watching.
Day to day, your work speaks for you. In an assessment you have a few hours to make it visible, without stopping being yourself.
Assessment center assessors are trained to look for consistent behaviour. A perfect but rehearsed answer shows, and it doesn’t hold up once you’re in the role. So the work isn’t about learning what to say; it’s about developing the leader you already are:
It isn’t about getting every question right, but about conveying the executive presence the role demands: judgment, calm and clarity when the conversation gets difficult.
We work on how you manage your emotions and decisions under pressure, so you respond creatively instead of reacting on autopilot, using the Leadership Circle Profile® as a reference.
Personality assessments help you understand your style, recognise your development areas honestly and arrive with a plan to work on them. That is what sets a mature leader apart.
Throughout the process we develop, among others, these capabilities:
We understand the role, your organisation’s competency framework and every stage of the process. And your starting point: your style, your strengths and what holds you back today.
We select and work on your real achievements for each competency. This is the foundation for the competency-based interview and the written self-reflection exercises.
Role plays, uncomfortable questions, difficult situations and cases, the business case and the recorded video interview. We practise until it stops feeling like a threat.
After each simulation we look at what happened inside, not just what you said: how you decide, when you react, and how to find a more creative response.
We work on your personality profile so you can discuss your results naturally in the reflection session, and present your development areas together with a plan.
How to manage your energy through a demanding day, recover between exercises and reach the final panel interview with the same clarity you started with.
Each organisation designs its own, often with an external consultancy, but these are the most common exercises and what they usually observe. To go deeper, read the full preparation guide.
Real examples from your career, assessed against the role’s competency framework.
A simulated difficult conversation (with a team member, a client or a peer) to observe how you influence, listen and handle tension.
Analysing a situation, making decisions and presenting them with strategic judgment, often under time pressure.
Personality and reasoning questionnaires. There are no right answers: consistency is what counts.
Questions about your achievements, lessons and leadership style, answered in writing before or during the process.
Video questions with no one on the other side. It demands presence on camera.
A closing conversation about your results, where self-awareness and openness to feedback are assessed.
In many processes, the final stage after passing the assessment.
Around 6 months
Ideal when you’re preparing for your next step with time to spare. It allows in-depth work on your presence, your style and your development areas, so you arrive with the change already embedded.
Minimum 8 weeks
When the opportunity is already in the calendar. More frequent sessions and a plan designed around the stages and dates of your process.
Sessions online or in person in Barcelona, in English, Spanish or Catalan. I work individually with each executive, in full confidentiality.
No. Personality tests have no right answers, and trying to guess what’s expected usually reduces consistency. What we do is make sure you know your profile well, are familiar with the format and can talk about your results honestly.
Ideally around 6 months, especially if you’re preparing for your next step without a fixed date. If the process has already been announced, I work with a minimum of 8 weeks in an intensive format.
Yes. The starting point is the specific role, its competency framework and the stages of the process. Everything we practise is aligned with what your organisation will assess.
Interview preparation helps you answer better. This process helps you lead better: executive presence, emotional management, influence and strategic thinking. We work with the assessment as the horizon, but it stays with you in the new role.
No. I work individually with each executive, under the International Coaching Federation (ICF) Code of Ethics, and what we discuss is confidential.
Mostly online, with executives of multinational companies in different countries. In person in Barcelona too. In English, Spanish or Catalan.
Tell me where you are, which role and what timeline. If we’re a fit, I’ll propose how to work on it.
Apply for a strategic conversation