{"id":2939,"date":"2026-10-05T09:51:45","date_gmt":"2026-10-05T07:51:45","guid":{"rendered":"https:\/\/cornerstone-hospitality.global\/?p=2939"},"modified":"2026-10-06T10:29:31","modified_gmt":"2026-10-06T08:29:31","slug":"three-ways-boards-use-executive-assessment","status":"publish","type":"post","link":"https:\/\/cornerstone-hospitality.global\/de\/three-ways-boards-use-executive-assessment\/","title":{"rendered":"Die drei M\u00f6glichkeiten, wie Aufsichtsr\u00e4te Executive Assessment nutzen"},"content":{"rendered":"

Boards use executive assessment at three distinct moments. First, they select between finalists. Next, they read how ready an internal successor is. Finally, they seek to understand how an existing leadership team actually works together. Each moment needs its own report, not the same one relabeled.<\/p>\n

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\"Florian<\/p>\n
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By Florian Kittler \u00b7 Oktober 5, 2026<\/div>\n
Managing Partner, Cornerstone Hospitality \u00b7 ~15 min. read<\/div>\n<\/div>\n<\/div>\n

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Boards use executive assessment for three genuinely different jobs, and the word \u201cassessment\u201d covers all three without distinguishing between them.<\/strong> One board is choosing between finalists for an open seat. Another is reading how ready an internal successor is for a seat that has not opened yet. A third is trying to understand why its existing leadership team keeps stalling on the same three decisions. The interviews, psychometrics, and 360 reviews behind each exercise often look similar. However, the question each one is answering does not.<\/p>\n

How boards use executive assessment today<\/h3>\n

The readiness side of the picture is well documented. Only 20% of HR leaders say they have leaders ready to fill their most critical roles right now. In addition, 80% of organizations describe themselves as lacking confidence in their own leadership bench [4]<\/a>. At the same time, boards are running more formal evaluations than they used to. Now 98% of S&P 500 companies disclose some form of board evaluation. Also, 38% of them bring in a third party to run it, which is the highest share in five years [3]<\/a>. Boards are assessing more. The part that lags is matching the assessment to the specific question in front of them.<\/p>\n

What this guide covers<\/h3>\n

This article talks about how hospitality boards use executive assessment. It covers three uses. One is choosing between finalists for a live search. Another is reading how close an internal candidate is to being ready. A third is understanding how a leadership team works as a group rather than as a collection of individuals. Each needs a different design, a different report, and a different audience for the findings.<\/p>\n