The Occupational Personality Questionnaire (OPQ) reveals how leaders prefer to work, make decisions, and engage with others. These behavioral insights help organizations understand which leadership traits are already strong—and which may need development.
Three traits set high-performing leaders apart
Backed by research with over 1,650 leaders and HR professionals, SHL’s Enterprise Leadership framework defines what drives success in today’s environment. The most effective leaders demonstrate strength in three distinct areas:
These leaders bring structure and discipline to execution. They align teams to priorities, respond effectively to shifting demands, and ensure that strategic plans translate into results.
Leaders with this trait drive progress and innovation. They shape vision, lead with conviction, and move others to act—creating momentum for meaningful, sustained change.
Network leaders extend their impact beyond formal roles. They build influence across the organization, foster alignment, and activate performance through connection and shared accountability.
Target Development with Data – Not Guesswork
The Enterprise Leader Development Report translates assessment insights into clear guidance for growth. Leaders see how they align to what matters most—and where to develop leadership skills that elevate their performance and influence across the enterprise.
Integrated 360 feedback*—tailored to SHL's Enterprise Leader Development framework—reveals how leaders are perceived by peers, managers, and direct reports. It highlights how leader behaviors align to the traits that matter most.
*optional
SHL’s Insights dashboards help HR visualize leadership skills across individuals, teams, or regions. You can filter by level, function, or demographic group to spot patterns, compare performance, and focus development where it will have the greatest impact.
Explore SHL’s Leadership Development Solution in Action
See how to develop leadership skills at scale—from assessment to impact.
Customer Testimonials
With their scientific, data-driven approach, we now have a comprehensive view of behaviors and skills that help us accurately measure both current fit and future potential—these insights have enhanced hiring decisions, enabled better targeting of development initiatives, and helped build a strong leadership pipeline that will continue driving future success.Meltem Oktareskara
Corporate Director Talent & Leadership Development
SHV
By adopting an Enterprise Leadership mindset, our leaders have formed collaborative, cross-functional partnerships that have shared values. Engagement levels have lifted as leaders have exposed their teams to the ‘big picture’.Andy Brown
HR Director
Genea
SHL has played a key role in our talent management strategy, helping us capture the performance and potential of our leaders to drive more accurate talent and development decisions.Lourence Ho
Assistant Vice President of HR
Sands China Ltd
The development programme is ensuring our managers have the right skills and behaviours to help us drive continuing profitable growth.Emanuela De Franchis
Head of Global Training & Development
Campari
We wanted to objectively assess how our leaders were operating to get a baseline, and to demonstrate to the board which issues we were trying to address. We felt this approach would hold up a credible mirror to the group and help us gain buy-in for what we wanted to achieve.Andy Brown
HR Director
Genea
Enterprise Leaders deliver stronger outcomes
SHL’s research shows that leaders who demonstrate all three leadership traits—Transactional, Transformational, and Network—drive stronger business performance.
+12%
Drive Revenue
+12% revenue growth from leaders with an enterprise-wide perspective
+35%
Increase Engagement
+35% employee engagement where collaboration between leaders is strong
+21%
Foster Adaptability
+21% increase in problem-solving from leaders who connect across teams
Enterprise Leader Development
Frequently Asked Questions
A leadership skills assessment measures the traits and behaviors that influence how a person leads. SHL’s approach combines scientifically validated personality data with 360 feedback and development insights to help leaders grow where it matters most.
Most programs focus on content. SHL’s leadership development solution delivers insight—showing how leaders behave, how they’re perceived, and where to grow. It works on its own or alongside your internal programs.
It supports leaders at different stages—whether newly promoted, stepping into bigger roles, or looking to expand their impact across the business.
SHL combines objective leadership skills assessments and 360 feedback to give a full picture of how someone leads. You’ll see both their leadership potential and how they’re showing up today—making it easier to support their growth.
Our personality assessment (OPQ) shows how someone prefers to lead. SHL’s 360 feedback survey reveals how others experience that behavior. Together, they give a complete picture: forward-looking insight plus current-state performance, enabling more meaningful conversations and more focused development.
Yes. You can reuse data from SHL solutions like High Potential Identification or Succession Planning—and bring insights from those solutions into Enterprise Leader Development too.
SHL assessments are built on a shared framework so your leadership data stays connected and valuable across multiple talent initiatives.
SHL’s 360 feedback includes a digital report that shows how perceptions of a leader’s performance shift over time—helping you monitor development and impact.
Related Content
Built-in data reuse across SHL solutions
Insights from Enterprise Leader Development can be reused across multiple SHL solutions. One dataset. Many decisions.
Turn Leadership Insights into Targeted Action
Identify, develop, and invest in the leaders who will shape your organization’s future.
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