Forget the managers of the past—those who controlled, commanded, and reprimanded. Today, effective leadership is about inspiring without imposing, developing others without dictating, and driving change without coercion.
In this new reality, traditional personality tests are about as helpful as a compass with no north. Too generic. Too theoretical. And, most importantly, completely disconnected from the everyday operational challenges managers face.
That’s exactly why the CTPI-R was developed: a next-generation assessment that doesn’t measure what candidates believe they are, but rather what they are likely to do when faced with real-world leadership challenges.
Grounded in authentic management scenarios, the CTPI-R uncovers hidden potential that standard interviews and generic assessments often miss.
CTPI-R: the comprehensive tool for assessing managerial capability
The CTPI-R is a highly accurate assessment that evaluates 19 factors directly related to management performance. Some of these explore essential personality traits for leadership, while others assess key aspects of emotional intelligence (EI), both of which are critical to managerial effectiveness.
Thorough and insightful, the CTPI-R also benchmarks each candidate against current leadership styles, indicating how closely aligned they are. It further identifies their thinking and working styles—vital insights that support informed decision-making in recruitment, internal mobility, and coaching.
Let’s take a closer look at these three applications:
Recruitment: assessing leadership potential
CTPI-R evaluates candidates’ capacity to take on a managerial role, whether they are experienced managers or first-time leaders. This is particularly reassuring when hiring someone with no proven track record in management, as the CTPI-R questionnaire allows them to project themselves into future responsibilities.
How to use CTPI-R in recruitment?
Imagine a company looking to recruit a marketing manager. Before diving into the role-specific requirements, the first step is to assess each candidate’s management potential. This is done through an indicator measuring the candidate’s alignment with the core drivers of managerial performance.
For a junior profile, the company can afford some flexibility and consider a potential score from 50/100, knowing that these candidates still have significant room for development. In contrast, for a senior profile who has already held such a position, a score of at least 60 is expected.
Next, the organisation assesses factors relevant to the role—such as visionary thinking, experimentation, adaptability, reflection, and tactical awareness—all essential for thinking and acting with foresight. Emotional intelligence traits like self-confidence, optimism, and drive are also examined. The more innate these traits are, the more quickly and effectively the candidate is likely to integrate into the role.
Internal mobility: ensuring successful leadership transitions
For internal mobility, the CTPI-R becomes a support tool for managers preparing to take on broader responsibilities. It helps design tailored development paths by highlighting the key factors required for the targeted role and identifying how well the individual's profile matches these requirements—while offering concrete development suggestions.
How can CTPI-R be used in internal mobility?
Consider a high-performing sales professional being promoted to team leader. The CTPI-R can help identify which leadership competencies are already well-developed and which need further refinement.
For instance, a high score in achievement drive and enthusiasm confirms their motivation and energy to lead a team. Strong scores in strategic vision and tactical thinking point to their ability to tailor their communication and engage with broader business issues.
On the other hand, a low score in self-regulation might point to a tendency to respond impulsively in high-pressure situations—potentially weakening their authority. Similarly, low supportiveness or adaptability scores could indicate difficulties in managing a diverse team and offering tailored support.
With this detailed overview, HR and managers can co-create a targeted development plan, ensuring a smooth transition by building on strengths and addressing potential areas for improvement.
Coaching: enhancing leadership performance
The CTPI-R is a powerful tool in executive coaching, providing targeted insights into the managerial skills that need reinforcement. It supports managers from the outset of their role, helping accelerate the acquisition of essential competencies and ensuring these are developed in a lasting and effective manner.
How can CTPI-R be used in coaching?
Once the CTPI-R has identified underdeveloped yet critical competencies, the coach works collaboratively with the manager to develop a tailored improvement plan.
For example, a low assertiveness score may indicate difficulty expressing oneself clearly or defending one’s views in team settings. Fragile self-confidence could lead to hesitant decision-making or undermine authority. Low power/control may reflect poor delegation or lack of visibility, which can confuse the team and reduce cohesion around shared objectives.
Based on these findings, coaching can focus on practical exercises, real-life simulations, and emotional support to help the manager strengthen their skills and develop a more confident and effective leadership style.
