Leadership Assessment
6D Leadership Assessment for Senior Executives — know who you are hiring before you commit.
Senior leadership appointments carry significant risk. The cost of getting them wrong — in time, culture, and momentum — is rarely factored in until it is too late.
The 6D Leadership Assessment is a proprietary evaluation designed for senior management candidates. It goes beyond competency frameworks to assess the behaviours, judgment and interpersonal dynamics that determine how a leader actually performs once in post.
Used for selection, succession planning, and leadership development, it gives organisations a more complete picture of the people they are depending on.
Progressing Minds services
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The PIN® Programme is a structured training offering built around the same framework as The Leadership PIN Code. It is designed for organisations that want to build persuasion, influence and negotiation competence across their leadership population — not as a one-off event, but as a repeatable, scalable skill set.
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This service supports organisations through the kind of cultural work that cannot be delegated to HR or handled by a single workshop. It is hands-on, sustained, and anchored in the specific context of your organisation.
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This service supports senior leaders and boards with strategic thinking, decision-making and business development. It draws on proven convergent and divergent thinking tools — including the Pink Cloud framework — adapted for the specific context and challenge of your organisation.
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The 6D Leadership Assessment is a proprietary evaluation designed for senior management candidates. It goes beyond competency frameworks to assess the behaviours, judgment and interpersonal dynamics that determine how a leader actually performs once in post.
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Frequently asked questions
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Standard psychometric tools measure personality traits or cognitive style — static data that tells you what someone is like, not how they will perform. Most selection processes also rely heavily on historical data: previous experience, track record, what a candidate has done before.
The 6D Leadership Assessment is built around a different question: how will this leader actually perform in this specific role? Using behavioural measures in live scenarios, Nashater and the hiring executives assess the leader's actual performance in real tim, not a self-report, not a personality profile, but observed behaviour, judgment and impact under conditions that reflect the demands of the position.
It is designed for selection and succession decisions, not general development profiling — for the moments when getting it right matters most.
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Common areas include leadership impact and influence, decision-making under pressure, managing trust and credibility, shaping team culture, handling conflict and executive presence. The work is rarely about technical skills. It is usually about the gap between how a leader intends to land with others and how they actually do — and which behaviours are creating that gap.
It is also holistic. Where a leader's personal context is relevant — where it shapes how they show up, how they lead, or how they relate to others at work — that is part of the work too. Understanding the whole person, not just the professional role, is often where the most significant shifts begin.
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The most common triggers are senior appointments, internal promotion decisions, succession planning and post-merger integration where leadership capability needs to be mapped. The assessment is most valuable when the stakes of getting the decision wrong are high — when the cost of a poor appointment in time, culture and momentum significantly outweighs the cost of a structured evaluation.