ABSTRACT
As assessment practitioners, we are in the business of helping organizations achieve their goals by improving the quality of their leaders. In the world of Assessment Centers (ACs) this means supporting clients to make better individual and organizational decisions, including decisions for leader selection, succession, and development. This chapter begins with a key question: How can we create and implement an effective, applied AC that meets psychometric rigor and our stakeholder’s business needs? We use the mixed-model AC to satisfy both requirements.
