Enter ratings and importance
Use 1–10 ratings for Self and Feedback. Set importance 1–5.
- Choose a target role you want next.
- Rate yourself honestly on each competency.
- Add feedback ratings from peers or managers.
- Set importance based on your target role.
- Submit to see strengths and growth priorities.
Weighted leadership score
- Combined = (Self × SelfWeight + Feedback × FeedbackWeight) ÷ 100
- WeightedPoints = Combined × Importance
- Gap = |Self − Feedback|
- Overall(1–10) = Σ(WeightedPoints) ÷ Σ(Importance)
- Overall(0–100) = Overall(1–10) × 10
- BalanceIndex = 100 − (StdDev(Combined) × 10)
- AlignmentIndex = 100 − (AvgGap × 10)
Sample results table
Use this to compare how scores translate to readiness.
| Profile | Target Role | Overall Score | Readiness Level | Top Priority |
|---|---|---|---|---|
| Analyst with first lead assignment | Team Lead | 58.0% | Developing leader | Delegation |
| Senior IC moving into management | Manager | 73.5% | Leadership-ready | Coaching & Development |
| Manager preparing for larger scope | Head of Function | 86.2% | Executive-ready | Influence & Collaboration |
Assessment scope and inputs
This calculator evaluates leadership readiness across ten competencies, including strategy, execution, influence, and trust. Each competency uses two ratings: Self and Feedback on a 1–10 scale. Importance is set from 1–5 to reflect the demands of your target role. The model converts competency performance into weighted points, then normalizes results to a 0–100 score. The output is designed for career planning conversations and development roadmaps. It suits individual reflection and structured feedback sessions with supervisors.
Rater mix and data quality
The rater mix slider controls how much Self and Feedback contribute to the Combined score. For example, a 40% self weight and 60% feedback weight emphasizes external perception while preserving self-insight. The calculator applies this mix consistently across all competencies, reducing random bias from individual areas. Use higher feedback weight when you have at least three independent raters. Use higher self weight when feedback is limited or role expectations are still unclear.
Interpreting score signals
Two diagnostic indices add depth beyond the overall score. Balance Index uses the standard deviation of Combined scores, then maps it to a 0–100 scale; higher values signal consistent capability across competencies. Alignment Index uses the average absolute gap between Self and Feedback; higher values signal shared understanding. As a guideline, Alignment above 80 suggests strong calibration, while values below 60 suggest targeted feedback discussions and clearer rating criteria.
Priorities, gaps, and actions
Results highlight Top Strengths and Development Priorities to focus effort. Strengths are the three highest Combined competencies, useful for role narratives, interviews, and stretch assignments. Priorities are the lowest Combined competencies, with preference for areas marked importance 3–5. Large gaps between Self and Feedback should be addressed first, because misalignment reduces execution reliability. Use the Suggested Next Steps list to translate priorities into projects, coaching, and measurable habits over eight weeks.
Using outputs for career planning
For career planning, treat this as a repeatable baseline rather than a one-time verdict. Reassess quarterly, using the same rater mix and the same target role to preserve comparability. Export CSV to track competency trends and to document growth evidence. Export PDF for manager check-ins and performance reviews. Aim to raise one priority competency by one point per quarter and maintain strengths through delegation, mentoring, and deliberate practice.
FAQs
What score range indicates leadership readiness?
Scores near 70% typically indicate readiness for broader leadership scope. Scores above 85% suggest strong consistency and maturity. Use the breakdown to confirm strengths align with your target role requirements.
How should I choose the rater mix?
Start with 40% self and 60% feedback when you have solid input. Increase self weight if feedback is sparse or inconsistent. Keep the same mix across reassessments for fair comparisons.
How many feedback raters should I include?
Aim for three to five raters from different contexts, such as a manager, peer, and cross-team partner. Diverse perspectives reduce single-person bias and improve alignment discussions.
What does a low Alignment Index mean?
A low alignment score means self ratings differ materially from feedback ratings. Review the competencies with the largest gaps, ask for behavior examples, and agree on clear definitions before setting new goals.
Can I use results for promotion planning?
Yes. Use strengths to support your impact narrative and use priorities to define a growth plan. Pair the results with concrete outcomes, stakeholder feedback, and measurable milestones over one or two quarters.
How do I track improvement over time?
Export CSV each cycle and keep rater mix, target role, and scoring approach consistent. Track one priority competency per quarter, document evidence, and confirm improvement with follow-up feedback.