Developing Leadership Potential in the Treasury Board of Canada Secretariat

Treasury Board of Canada Secretariat logo 1

The Challenge

The Treasury Board of Canada Secretariat’s Financial Management Community (FMC) supports financial and other public service professionals across federal departments. Their work spans career development, leadership growth, and readiness for advanced roles within government. With responsibilities ranging from FI-level financial officers to senior executives, the FMC needed an assessment approach that could support development pathways, strengthen leadership capability, and provide clear insight into both individual strengths and growth areas.

But assessing leadership potential within a public service environment wasn’t easy. They 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 Advisor / Executive Leadership Development 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 looking at other assessment options, Fiona selected McQuaig because it offered a simple, user friendly way to understand behavioral style. She found the results easy for participants to interpret and felt the format worked well for professionals across the public service.

The FMC used two McQuaig tools in its development program: the Word Survey at the start and the 360 Leadership Review later on. The Word Survey helped participants identify their behavioural type and created a foundation for early conversations. The 360 Leadership Review allowed Fiona to revisit those insights later in the program to see how participants had grown and where they might continue to develop.

She noted that both tools were practical for a government environment because they were straightforward to complete and gave clear insight without requiring long time commitments.

The Results

 

Using McQuaig gave Fiona a consistent way to help leaders understand themselves and the people they worked with. When teams were struggling or “butting heads,” she used their profiles to explain where the tension might be coming from and how each style approached work differently. This helped participants see the behavior behind the conflict and gave them a clearer path to adapt and collaborate.

Participants often reacted strongly to the accuracy of their results, telling Fiona the descriptions fit them “to a T.” That level of accuracy helped build trust in the process and opened the door to more productive development discussions.

The 360 Leadership Review added further insight by showing how colleagues experienced a participant’s behavior. Fiona used this feedback to guide focused coaching conversations and support leaders as they worked on specific areas of growth.

Fiona Peters quote
Fiona Peters quote

Looking Ahead

 

Fiona sees future potential in using behavioral data to better understand how different styles succeed in different roles. She shared that she wants to explore patterns in McQuaig results across the financial community to see whether certain behavioral types tend to excel in different roles such as CFO or Deputy CFO. This kind of analysis would help her look at candidates more holistically and understand who may be best positioned to succeed in specific responsibilities.

She also remains mindful of cost considerations. Working in a government environment means demonstrating that any tool is both effective and financially responsible. She noted that this pressure applies to private organizations as well, which makes the simplicity and value of McQuaig especially relevant.

Her goal is to continue using behavioral insight to support fair, evidence based development decisions. The clear results, accuracy, and reasonable cost of the assessments have made McQuaig a dependable fit for her programs and for the leaders she supports.

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

efficiency-and-accessibility

Efficiency and Accessibility

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

LET'S CHAT
anonymity-in-feedback

Anonymity in Feedback

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

LET'S CHAT
actionable-outcomes

Actionable Outcomes

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

LET'S CHAT
focused-on-the-great-eight-competencies-1

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.

LET'S CHAT

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-360
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.