Calculator Inputs
Rate each area on a 0 to 10 scale. Use honest self-assessment, observed stakeholder feedback, and tangible evidence strength.
Example Data Table
This sample illustrates how category-level ratings roll into a weighted readiness score for a candidate targeting a near-term senior move.
| Category | Self | Stakeholder | Evidence | Category Score |
|---|---|---|---|---|
| Strategic Vision | 8.5 | 8.0 | 8.0 | 81.5 |
| Financial Acumen | 7.5 | 7.0 | 7.0 | 71.5 |
| People Leadership | 8.5 | 8.5 | 8.0 | 83.5 |
| Executive Communication | 8.0 | 7.5 | 7.5 | 76.5 |
| Change Leadership | 7.5 | 7.5 | 7.0 | 73.5 |
| Governance & Risk | 7.0 | 7.0 | 6.5 | 68.5 |
| Market Insight | 7.5 | 7.0 | 7.0 | 71.5 |
| Execution Discipline | 8.0 | 8.0 | 7.5 | 78.5 |
Formula Used
Category Score = ((Self × 0.30) + (Stakeholder × 0.40) + (Evidence × 0.30)) × 10
Base Score = Σ(Category Score × Category Weight ÷ 100)
Modifier Index = Average(Experience Factor, Scope Factor, Budget Factor, Exposure Factor, Delivery Factor)
Final Score = Base Weighted Score × Modifier Index
The model rewards balanced capability, visible leadership evidence, and enterprise-level scope. Stakeholder input carries slightly more weight to reflect observed readiness, not only self-perception.
How to Use This Calculator
- Rate all eight competencies honestly on a 0 to 10 scale.
- Enter a stakeholder view that reflects manager, mentor, or sponsor feedback.
- Score evidence strength based on delivered outcomes, visibility, and proof points.
- Add leadership context such as years leading, scope, budget, exposure, and delivery rate.
- Submit the form, review the radar chart and category gaps, then download CSV or PDF for planning discussions.
Frequently Asked Questions
1. What does the readiness score actually measure?
It blends weighted competency ratings with role-scope modifiers such as leadership tenure, span of control, budget ownership, exposure, and delivery consistency. The result estimates how prepared a candidate appears for a near-term executive move.
2. Can I use only self-ratings?
Yes, but accuracy improves when stakeholder and evidence inputs are realistic. If you use self-ratings alone, keep them conservative and revisit the score after feedback from a manager, mentor, or sponsor.
3. Why is stakeholder input weighted more heavily?
Executives are promoted partly on observed influence, not self-perception. A slightly higher stakeholder weight rewards external credibility and helps reduce optimism bias in the final readiness score.
4. What score usually means “ready now”?
A score of 85 or above, with no major weak category, usually signals strong near-term readiness. Lower scores can still be competitive when the target move window is longer and development actions are clear.
5. How often should I recalculate?
Quarterly works well for active development plans. Recalculate after stretch assignments, role expansions, major presentations, transformation work, or significant feedback cycles so progress reflects real evidence.
6. Does limited budget ownership hurt too much?
Not necessarily. Budget is only one modifier and has a capped effect. Strong strategy, people leadership, execution, and enterprise exposure can offset limited direct budget responsibility in many leadership paths.
7. Can this be used for succession planning?
Yes. Teams can compare multiple candidates using the same weights, benchmarks, and evidence standards. That makes readiness conversations more structured, transparent, and easier to review over time.
8. What should I do after spotting a weak category?
Pick one or two gaps, assign concrete projects, define proof points, and set a review date. Improvement becomes clearer when you connect each gap to visible business outcomes and sponsor feedback.