Questions attempt to evaluate how the candidate would react in a given situation. Then, the coach and candidate compile a personality profile, says Champagne, who has coached executives at the Daily Breeze in Torrance. When you know what you're best at and how that fits your job, it becomes easier to apply those strengths strategically. Yes, Champagne admits, some executives initially balk at revealing psycho-social information or view the process as superfluous to getting his or her job done. But the profiles are designed to stress the upside of the individual's working style without sacrificing accuracy.
Most people relax and admit that they recognize themselves on paper.
The pair looks at the four areas where the candidate thinks he or she is least effective and sets goals. Top managers at Ottaway undergo a selection process similar to that of Tribune execs, says Stone. A committee of corporation chairs, presidents and other senior managers reviews lists of key personnel from the 19 Ottaway newspapers about three times a year. They also may examine a few candidates from outside, but Ottaway mostly promotes for top jobs from within, he says. Some people attend local university courses in executive development, employee relations and new media, three areas that have gained prominence on the yardstick for evaluating new leaders.