LEADERSHIP POTENTIAL – KLF
Hiring mistakes have far-reaching consequences, especially for managers. A thorough diagnosis of leadership potential is therefore indispensable both in the selection and in the development of managers.
Personality Test with verbal content
48 items
Test without time limit
Processing time: approx. 12 minutes
Inhouse-test with supervision
Home-test without supervision
Languages:
German, English, Chinese, French, Italian, Dutch, Portuguese, Polish, Romanian, Swedish, Spanish, Turkish, Hungarian
other languages on request
Optimized for
desktop, tablet, smartphone
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| Apprentices | |||
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| Experienced | |
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| Management | |
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Persons with high results in this test have the necessary characteristics to lead successfully and the potential to be role models and decision makers to drive performance and success in their area of responsibility.
Dimensions
The personality-psychological prerequisites for successfully mastering leadership tasks comprise 8 aspects.
Instructions
The KLF is completed in random order in Likert scale format. Following an introductory instruction, individual job-related statements (items) within the management context are specified, which must be evaluated on a 7-level scale with regard to agreement/disagreement. All 48 items of the item pool are output in random order. Feedback is provided in the form of an overall value and 8 dimensions.
Theoretical background
Leadership potential in KLF (Key Leadership Factors) corresponds to a compound variable that is implemented as a criteria-oriented personality scale – aimed at describing and predicting differences in relevant (leadership) behaviour. It captures personality traits for which it has been demonstrated to be related to effective leadership in general or specific facets of leadership performance. Compound variables that follow this approach have an increased validity compared to narrower constructions, since they combine homogeneous variables, which correlate with a specific aspect of the criterion and are thus formed in a criteria-oriented manner.
KLF focuses both on determining competence in personnel selection and on the development of executives. The long version enables a differentiated and practical feedback on the eight dimensions, which is explicitly directed to the candidate and focuses on compensation and development.
Psychometric properties
Reliability
α = .96
Construct validity
convergent:
.68 Emotional Stability
.53 Extraversion
.64 Conscientiousness
.28 Openness
.29 Agreeableness (TAKE5)
divergent:
-.04 General Intelligence (KAPPA)
.03 Logical Reasoning (SYLLOG)
Criterion validity
.35 Leadership success
Norm basis
N > 7,500