Why do companies continue to fall into the trap of promoting “the best X”, rather than the most qualified leader?
So how do organizations break the cycle of promoting based on past performance and track record? As a Principal at Leadership Alliance, David has been helping organizations in a wide array of industries with the selection and development of high-caliber employees for over 20 years.
I wouldn’t think of hiring anyone without the input of Leadership Alliance.  Their assessment tests coupled with the expertise and insights of Karen and David Weller are unmatched and help me hire the right people.
The psychologists at Leadership Alliance make executives so comfortable that they wind up sharing sensitive data that our diligence team could never have captured. We are consistently surprised by the information Leadership Alliance is able to capture. We would never buy a company or make a key hire for a portfolio company without Leadership Alliance’s review. In the process of developing the Human Capital Planning System at my company, I needed a competency-based set of tools to help us determine the success factors for people in our organization and a means to align individual performance with overall company strategy and goals. We partner with Leadership Alliance to provide our leaders with the objective information required to make effective selection and development decisions.
We have been working with Leadership Alliance for several years and as partners they have dramatically enhanced our talent evaluation processes.
With the help of Leadership Alliance, we implemented a mentoring program to prepare talented employees to become high performing contributors to our organization. The clear-cut identification of development needs, the focus on critical competencies, and the customized feedback and coaching provided by Leadership Alliance have enabled us to concentrate our development efforts and accelerate the talent development process.

Leadership Alliance partnered with us to shape the foundation of our talent management, succession and leadership development strategies. Much of our success is due to the exceptional managers we’ve successfully hired with your assistance. Serving the global Fortune 500, our multilingual team aids in the selection and talent development of employees around the world.
Leverage your strengths to develop the leadership competencies you need to succeed and show up as the best possible leader you can be. The best salesperson becomes the sales manager, the best accountant becomes the accounting manager and so on. As we found our ability to distinguish higher-caliber employees evolve, so did the opportunity to have Leadership Alliance implement ongoing talent development.
This information clarifies our understanding of what is really going on strategically and operationally inside the company, allowing us to develop deal terms that better align incentives and protect our interests.
Their evaluation is a standard practice of our due diligence process, and our entire firm is convinced that making decisions without Norma’s insight is analogous to flying blind. Leadership Alliance introduced me to the Lominger system, and I have been thrilled ever since! We have been pleased with our experience working with their seasoned and highly capable staff in identifying those individuals with the highest likelihood to meet or exceed expectations. We would not dream of hiring a key executive in our company without a thorough assessment and analysis from Leadership Alliance.

I see this as a very cost-effective investment that has boosted us towards the expansion of our presence in the world area. They brought tools and methodologies to the table in a way that worked for our team and our culture. This leads to having an organization staffed with leaders who are great at the individual contributor skills, but not so good at the leadership skills.  You also end up losing top performers in exchange for mediocre managers. They took the time to know our core values and guiding principles and help us hire the team players and leaders we need as we grow.  They are simply The Best! As a result, their assessment and coaching techniques have provided our executives and managers the ability to grow as company leaders.
I attended training at Leadership Alliance and found the facilitators to be proficient in their knowledge and use of the tools. From candidate assessments, executive 360 reviews, behavioral interview training, and employee development we have evolved significantly thanks to this partnership. They spent a lot of time listening to our needs and really figuring out what the most impactful solutions would be for our leadership team. Yes, the lowest ten competencies exhibited by managers and executives encompass a significant number of key leadership skills like motivating others, conflict management, and developing direct reports.  It just so happens that, when you look at what is most important for success in managerial and executive roles, many of those bottom 10 skills also make that list.

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