Assessment Center
VISCONTI

A tailored response to executive challenges

The VISCONTI Assessment Center was born from the field experience of our coaches, who confront the real-life challenges facing executives.

Our approach is based on three levels of support (Good, Better, Best), integrating tools, expert debriefings, immersive sessions, and operational action plans.

Our evidence

• +1000 CEOs supported
• 96 % satisfaction
• 84 % accelerated success in taking up a position

Your concrete benefits:

• Rapid alignment between your talents, your position and your challenges.
• Personalized diagnosis of your leadership.
• Concrete and immediately applicable roadmap.
  

Download our TMA x VISCONTI Partners study to discover in detail the impact of our method.

The assessment center is a powerful evaluation method used to analyze an individual's behavioral and managerial skills and development potential, particularly in recruitment, mobility or leadership development contexts.

Benefits of an assessment center

• Enhanced objectivity: Thanks to standardized tools (tests, role-playing, interviews), the assessment center reduces subjective bias.
  

• 360° Assessment: It provides a global view of the candidate or employee, including their technical, behavioral and interpersonal skills.
  

• Decision support: it secures recruitment or internal development choices.
  
• Development tool: it promotes awareness of strengths and areas for improvement.
  

Disadvantages of an assessment center

• Cost and duration: Some assessments can be lengthy and expensive.
  
• Stress for those being assessed: the role-playing scenarios can generate anxiety, potentially distorting the results.
  
• Requires expert support: interpretation of results should be entrusted to experienced professionals to avoid errors of judgment.
  

Our vision at VISCONTI

Unlike a standardized approach, the VISCONTI Assessment Center is a true leadership development process, created by executive coaches for executives.

Thanks to our TMA tool and a detailed reading of the situations of taking up office, our assessment is not limited to an evaluation: it generates a concrete and impactful development plan.

The assessment center is a strategic tool that adapts to many professional contexts.

3 common use cases:

1. Executive recruitment: to validate a strategic choice and avoid a costly casting error.
   
2. Position induction: to accelerate integration and ensure rapid impact from the first few weeks.
   
3. Leadership development: to challenge the managerial posture of a current leader and build a progression plan.
   

Use in complex environments

Investment funds, management committees and large groups also use assessment to measure human risks, detect potential and secure internal developments.

The VISCONTI difference

Our VISCONTI Assessment Center goes further. It doesn't stop at a diagnosis.

It opens a personalized development path, aligned with the challenges of the position, the expectations of stakeholders, and the aspirations of the leader.

By combining TMA tools, 360° feedback, and real-life cases, we offer a 360° view of leadership.

TMA is a revolutionary method based on positive psychology and the work of psychologist Henry Alexander Murray 

Based on the analysis of 22 fundamental motivations and 44 behavioral talents, TMA allows you to create a talent profile as unique as your DNA..

It offers a detailed reading of what makes you unique: your deep drivers, your areas of excellence, your development potential, and the skills that naturally bring you energy.

With TMA, you identify the right talent, in the right place, at the right time. You align individuals with their roles, create more fluid work environments, and maximize the impact of your managerial decisions

A powerful, strategic, and deeply human tool. With TMA, leaders build more aligned, more efficient... and more sustainable organizations.

Enriched by the expertise of our Partners, our VISCONTI Assessment Center offers a unique insight into your talents, behavioral skills and core drivers.

Preparing for an assessment center allows you to better experience the experience and get the most out of it, both personally and professionally.

Steps to prepare well:

1. Understand the objectives of the assessment: why am I being assessed?For a job offer? Personal development?
   
2. Self-assess: reflect on your strengths, weaknesses, and significant experiences.
   
3. Look for typical scenarios: role plays, practical cases, interviews, etc. By practicing, we reduce stress
   
4. Work on your soft skills: active listening, communication, stress management.
   
5. Sleep and refocus: arriving in good shape on the big day remains essential to be clear-headed and aligned with yourself.

Our support at VISCONTI

At VISCONTI, preparation is integrated into our approach.

Individual support from an experienced partner allows you to experience this step not as a stressful evaluation, but as a moment to refocus on your leadership position.

Our caring and demanding approach guides you to unlock your full potential.

Une méthode importée, mais adaptée à la réalité française

La méthode de l’Assessment Center est née dans les pays anglo-saxons, mais c’est à la fin des années 1970 qu’elle a été adaptée et développée en France par des pionniers visionnaires.

À l’époque, leur objectif était clair : remettre en question les postulats traditionnels de l’évaluation, comme l’idée reçue selon laquelle “le meilleur vendeur ferait forcément un bon chef des ventes”.

Ils ont ainsi cherché à évaluer les compétences réelles, en situation, pour mieux identifier le potentiel managérial.

Les pionniers de l’Assessment Center en France

Parmi les précurseurs français, on retrouve les consultants d’Ernoult Search Infraplan, dirigés par Victor Ernoult, ainsi que Jean-Joseph Crampe, alors chez Placoplatre, co-auteur du tout premier "in-basket" reconnu (mise en situation de gestion de priorités).

Très vite, la méthode suscite l’intérêt de grandes entreprises internationales (Xerox, Groupe Mars, Kodak), puis françaises (Air France, Carrefour, Auchan, Monoprix, Accor…), mais aussi de nombreuses PME.

Vers une évaluation plus globale : l’apparition du 360°

Vingt ans plus tard, la dynamique d’évaluation s’élargit avec l’arrivée des appréciations 360° : le regard ne vient plus seulement du supérieur hiérarchique, mais aussi des collaborateurs, des pairs, voire des clients.

Ces feedbacks croisés deviennent un levier précieux de développement professionnel. Ils traduisent une évolution vers une culture managériale plus ouverte, plus juste, plus participative.

L’impact sur la fonction RH et les pratiques d’évaluation

L’émergence de l’Assessment Center a transformé la posture des DRH : plus stratégiques, plus engagés dans la détection de potentiel, plus attentifs à la diversité des profils.

Elle a également permis de renforcer l’objectivité dans les processus de recrutement, de mobilité ou de développement managérial.

Une méthode toujours d’actualité, enrichie par la technologie

Aujourd’hui, près de 50 ans après ses débuts, l’Assessment Center continue d’évoluer. Il s’enrichit des avancées technologiques et s’adapte aux nouveaux modes d’organisation : travail hybride, digitalisation des outils, attentes générationnelles…

Son objectif reste inchangé : mettre les talents en situation pour révéler leur potentiel réel, et accompagner leur développement de manière concrète, juste et personnalisée.