In a Story
Jane has been working in a company for two years and still at a starter position. She feels she is capable of more. She notices plenty of mistakes being made which she do away with but her superior fails to see it.
She decides to go to the CEO. She speaks about her ambitions, explains her plans and desire for change. The CEO likes it and since another senior position has been made vacant, he orders Mary, Jane’s superior, to transfer Jane there.
Mary can see Jane’s aspirations but she is wary of her drive for power. While she is not against Jane’s promotion, she would like to know for certain that Jane is a good candidate, the best one for the given position.
In the end she opts to select the replacement via an Assessment Centre. Jane is invited and so are other people Mary was considering for the position. And the CEO would oversee the process to see for himself.
The Assessment Centre confirms Mary’s fears. Jane is bright and capable, but also power-hungry which neither Mary nor the CEO like. Another colleague is chosen, less ambitious and more sensitive to the needs of their subordinates. Thanks to the AC output Mary easily convinces the CEO as well.