Developing Leadership Potential in the Treasury Board of Canada Secretariat

Treasury Board of Canada Secretariat

The Challenge

The Treasury Board of Canada Secretariat (TBS) oversees some of the most complex and high-stakes leadership decisions in the federal government. With a workforce focused on policy, governance, and public administration, TBS needed leaders who could perform under pressure while managing large, diverse teams across departments.

But assessing leadership potential within such a large public service environment wasn’t easy. The organization required a method that could balance the rigor of government hiring with a deeper understanding of people, including their motivation, behavior, and leadership style.

As Senior Human Resource and Leadership Development Advisor Fiona Peters explained, their problem was about more than finding a leader with the right competencies. It was about finding one to truly fit into the specialized role and culture they were entering. The challenge was not simply finding qualified leaders, but finding those who could adapt to a fast-changing, collaborative culture.

Fiona Peters quote
Fiona Peters quote

The Solution

 

After exploring several options, Fiona chose McQuaig for its simplicity, reliability, and value. They decided to try the tools for a year to see whether it made sense to continue. In that time the results they saw were so excellent they made McQuaig a key part of their development process.

TBS now integrates three McQuaig tools into its HR process: the McQuaig Word Survey, the McQuaig Self-Development Survey (SDS), and the McQuaig 360 Leadership Review. Fiona begins by having participants complete the Word Survey, using the results to guide reflection and conversation. From there, participants complete the SDS, which forms the foundation for team sessions where employees share summary insights and learn how to work together more effectively.

As Fiona explains, “Understanding who the people in a team are, persuaders perhaps or generalists, makes it easier for them to work more effectively. If people are very different types, they will naturally butt heads."

Finally, Fiona uses McQuaig’s 360 leadership assessment to identify further areas of potential or challenge and to shape strategies that help participants address those areas. She finds that the concise design of McQuaig’s assessments makes them especially practical. “We’re all busy, but executives are even busier, so McQuaig is a more effective tool for me,” she said. 

The Results

 

For TBS, the combination of structure and flexibility has produced measurable success. Fiona finds that participants respond positively to McQuaig’s accuracy and relevance. “One of the most frequent comments I hear from participants and candidates is how accurate the results are. Many confirm that the self-assessment results described them to a T.”

That accuracy builds trust and engagement, allowing leaders to focus on growth rather than evaluation. Fiona emphasizes that development areas are reframed as opportunities: “They may not yet be strengths, but they are opportunities.”

The assessments form the basis of a long-term development process that typically lasts a year or more. Over that time, participants can see measurable changes in their development s as they progress through leadership programs. In one example, Fiona noted a leader skill set and behavior changed to mirror their growth from Deputy CFO to CFO.

By combining self-awareness, feedback, and actionable development steps, the McQuaig tools have helped the TBS strengthen its leadership pipeline and support career mobility across departments.

Fiona Peters quotes
Fiona Peters quote

Looking Ahead

 

Fiona believes that the data provided by McQuaig assessments can be leveraged further to generate additional value for the organization and individuals using it. "One thing I want to explores," she explains, "is seeing the patterns. Understanding how many Chief Financial Officers are generalists, for example, and comparing it to the profile of Deputy Chief Financial Officers." This would allow her to have a more holistic view of the TBS and who has the best chance of succeeding where. 

That kind of analysis could help leaders across government better understand how personality patterns connect to role performance, opening new possibilities for development and succession planning.

Cost-effectiveness also remains key. “Working for a government body means dealing with financial restrictions and the scrutiny attached to handling public funds,” Fiona explained. “But outside of the Treasury Board of Canada Secretariat, private sector entities are scrutinizing costs, too… In that environment, McQuaig assessments become the natural choice of HR departments.”

Her goal is to continue leveraging behavioral data to guide decisions that are fair, evidence-based, and focused on long-term leadership success. As she summarized, combining quick results, accuracy, and cost-effectiveness “has made McQuaig her tool of choice” for developing leaders.

Turning assessment insight into stronger leadership decisions with McQuaig!

Key Features

Comprehensive Cognitive Evaluation

Assess key cognitive abilities including mathematical reasoning, verbal fluency, comprehension, analytical thinking, and spatial relations.

Predictive Performance Insights

Gain reliable insights into how well candidates can process information, solve problems, and learn new skills - crucial predictors of job performance.

Benchmarking Excellence

Create benchmarks by testing high-performing employees to establish a standard for future candidates, ensuring a fit for the role and your organizational culture.

Professional and Compliant

Developed in compliance with guidelines from human rights regulatory bodies like the EEOC, ensuring a fair, unbiased assessment process.

Synergistic Integration

For best results, use in combination with the McQuaig Word Survey® and McQuaig Job Survey®, providing a 360-degree view of candidate suitability.

Why the McQuaig 360 Leadership Review Stands Out

  • Efficiency and Accessibility

  • Anonymity in Feedback

  • Actionable Outcomes

  • Focused on the Great Eight Competencies

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Efficiency and Accessibility

Designed for today's fast-paced world, complete this concise assessment in just 10-15 minutes from any device.

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Anonymity in Feedback

Gain honest, invaluable insights from colleagues and direct reports, fostering a culture of continuous improvement.

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actionable-outcomes

Actionable Outcomes

Receive specific, actionable feedback to enhance leadership behaviors and team dynamics.

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Focused on the Great Eight Competencies

Centered around eight critical leadership competencies, this review pinpoints the areas crucial for leadership effectiveness in the modern workplace.

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Transforming Leadership Development

Unlike traditional 360-degree feedback tools that can be cumbersome, the McQuaig 360 Leadership Review simplifies the process, making leadership development accessible and actionable. By emphasizing the "Great Eight" leadership competencies, it provides a clear roadmap for leadership growth, ensuring your leaders are equipped to navigate the complexities of today's business environment effectively.

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products-360

Customization for Impactful Results

Tailor the McQuaig 360 Leadership Review to align with your organization's unique needs and roles. With our flexible framework, you can focus on the competencies that matter most, ensuring a direct impact on your business's success.

Transforming Leadership Development

Unlike traditional 360-degree feedback tools that can be cumbersome, the McQuaig 360 Leadership Review simplifies the process, making leadership development accessible and actionable. By emphasizing the "Great Eight" leadership competencies, it provides a clear roadmap for leadership growth, ensuring your leaders are equipped to navigate the complexities of today's business environment effectively.

products-mental-agility-test
products-mental-agility-test

Transforming Leadership Development

Unlike traditional 360-degree feedback tools that can be cumbersome, the McQuaig 360 Leadership Review simplifies the process, making leadership development accessible and actionable. By emphasizing the "Great Eight" leadership competencies, it provides a clear roadmap for leadership growth, ensuring your leaders are equipped to navigate the complexities of today's business environment effectively.

A Future-Proof Investment in Talent:

Incorporating the McQuaig Mental Agility Test® into your hiring strategy is an investment in the future of your organization. By understanding the cognitive abilities of your potential hires, you ensure a robust, dynamic team capable of meeting the challenges of tomorrow.