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A woman with short dreadlocks smiling Dr. Asha Gipson, Addison Leadership Advisory

Dr. Asha Gipson

(CHIEF EXECUTIVE)

Dr. Asha Gipson founded Addison Leadership Advisory to bring independent, psychology-based assessment into the executive search and leadership advisory process. A Hogan-certified organizational psychologist, she works primarily in partnership with boutique executive search and consulting firms, giving them the data to make confident calls on leadership hires, team design, and succession decisions.

Before founding Addison Leadership Advisory, Asha spent nearly a decade advising founders, CEOs, and executive teams through growth and change, work that spans executive assessment, leadership development, and organizational effectiveness across startups, nonprofits, corporations, and public-sector organizations.

Close up of Felix Addison, Addison Leadership Advisory

Felix Addison

(PARTNER)

Felix Addison works with founders and leadership teams to build the systems and go-to-market structures that let companies scale with consistency, turning strategic direction into disciplined, repeatable execution.

He is a former COO of a technology company and co-founder of a CPG company selling handmade goods from Africa. He also volunteers with several mission-driven organizations in San Diego. His experience spans operational strategy, systems design, and cross-functional leadership, with a focus on reducing friction and strengthening accountability as organizations grow.

When do we come in?

Two dark-colored armchairs with a small round table and a potted plant in a modern, minimalist room with glass walls and plants. Addison Leadership Advisory

  • When executive selection, succession, promotion, or leadership fit carries significant consequences, assessment can provide additional insight beyond interviews and experience alone.

    Includes:

    • Executive assessment interview

    • Behavioral and psychometric evaluation

    • Leadership risk and capability analysis

    • Written recommendations and findings

    Best for:

    • CEO and executive selection

    • Succession planning

    • PE-backed leadership evaluations

    • Executive search engagements

  • Some situations do not require a formal assessment. Leaders often need an experienced thought partner to help navigate competing priorities, organizational complexity, leadership challenges, and important decisions.

    Includes:

    • Ongoing advisory sessions

    • Strategic decision support

    • Leadership problem-solving

    • Accountability and follow-through

  • As organizations grow, leadership teams can experience competing priorities, communication breakdowns, and slower decision-making. This work helps identify where friction exists and how alignment can be strengthened.

    Focus Areas:

    • Team effectiveness

    • Decision-making dynamics

    • Leadership alignment

    • Communication and accountability

  • Growth often requires leaders to operate differently than they have in the past. Development work focuses on strengthening judgment, communication, leadership effectiveness, and executive presence.

    Common Areas:

    • Executive communication

    • Leadership effectiveness

    • Decision-making under pressure

    • Transition into larger responsibilities

Recent Insights

Insights
The Right Leader for the Wrong Culture: Why Context Matters in Executive Assessment
The Right Leader for the Wrong Culture: Why Context Matters in Executive Assessment

A leader can be highly accomplished, decorated, have a history of success, and yet still be the wrong leader for the job. Organizational context is everything. Even A-level players can fail if their leadership style or values are misaligned with the culture and business needs. This happens more often than you might think. 

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The Dark Side: What Executive Assessments Should Tell You About a Leader's Derailers
The Dark Side: What Executive Assessments Should Tell You About a Leader's Derailers

Derailers are strengths that, when overused, become liabilities. For example, confidence can become arrogance when overused. High standards can become perfectionism. A highly analytical individual can be slow to act. A highly relational person can be conflict-avoidant. A highly resilient person may be unwilling to adapt to changing circumstances. Unfortunately, in interview settings, strengths often come through quite clearly. However, derailers are much more difficult to spot. 

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AI in Executive Assessment: What AI Can See—and What It Can't
AI in Executive Assessment: What AI Can See—and What It Can't

Executive search, like all industries, has leveraged AI. Some firms use AI to source candidates; others use it to keep all search data in one place. AI can be very useful for scanning keywords, summarizing a candidate's background, and writing flawless reports. But AI cannot replace human judgment, especially when the decision in question has significant consequences. Leadership decisions carry real consequences, as a bad hire can affect not only an organization's strategy and culture but also its systems, processes, and employee motivation. While AI can dramatically improve executive assessment, it cannot interpret a leader in context.  

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