Build better leaders with structured self-assessment weekly insights. Balance skills, feedback, and development effort smartly. Track progress, set goals, and lead with confidence consistently.
| Metric | Example input | What it reflects |
|---|---|---|
| Self-Awareness | 7.5 / 10 | Reflection, ownership, and bias awareness |
| Communication | 8 / 10 | Clarity, alignment, and follow-through |
| Coaching | 6 / 10 | Developing others through structured support |
| 360° Feedback | 72 / 100 | Perceived leadership impact across stakeholders |
| Training Hours (90d) | 18 | Intentional development investment |
| Goal Completion | 75% | Execution reliability and delivery consistency |
Each metric is converted to a 0–100 score. Competency ratings use: score = (rating ÷ 10) × 100. Feedback and goal completion already use 0–100. Training uses: score = min((hours ÷ 40) × 100, 100).
The overall score is a normalized weighted average: Overall = Σ(metricScore × normalizedWeight), where normalized weights sum to 1. An experience adjustment is then applied: up to +3 points for 6+ years, and -2 points for under 1 year.
Normalization means your percentages can be any positive values; the calculator rescales them to preserve your intended importance ranking.
The Leadership Development Score consolidates multiple growth signals into one 0–100 figure. It blends eight competency ratings, a 360° feedback value, training hours, and goal completion. Inputs convert to a common scale, so you can compare results across quarters and track momentum as scope expands. Scores below 50 suggest foundational skill building, while 70+ indicates consistent leadership habits. Pair the score with one concrete business metric to demonstrate leadership impact beyond self-ratings clearly.
Weights translate expectations into math. If your role is people-heavy, increase coaching and emotional intelligence. If you drive strategy, raise strategic thinking and communication. The calculator normalizes totals automatically, so values do not need to sum to 100. For example, 60/20/20 priorities remain the same after normalization. Use weights to reflect your next-level role, not only today’s job.
Competency Strength reflects core behaviors, while Feedback Signal captures perceived impact. Development Effort converts training hours using a 40-hour reference, and Execution Reliability uses goal completion percentage. A high competency score with low feedback can indicate visibility issues or inconsistent stakeholder engagement. Low execution with strong feedback often signals overcommitment and capacity risk. Watch for repeated low delegation scores, which frequently block team scaling.
Start with the two lowest competencies highlighted in Focus areas. Create one habit per competency and define a measurable checkpoint. Examples include: run weekly one-to-ones with written outcomes, or delegate using clear guardrails and scheduled reviews. Add a monthly mini-survey to one peer, one direct report, and one partner to validate progress with data. Combine learning with practice by applying one new technique within seven days.
Retake the assessment every 30–90 days and keep weights stable during a cycle. A 5-point increase is meaningful when it repeats for two cycles, while single spikes may be noise. When changing roles, update weights once, record a new baseline, and compare future movement under the same model. Use the trend to support coaching discussions, promotion readiness reviews, and development budgeting. Store exports to create a simple portfolio of evidence, including feedback notes and delivered outcomes.
Recalculate every 30–90 days. Keep weights stable during that period to detect real behavior change instead of role or priority shifts.
That is fine. The calculator normalizes your weight values automatically, preserving relative importance while converting them into a true percentage mix.
A cap prevents volume from overpowering performance. The model treats 40 hours in 90 days as strong effort, then focuses attention on applying learning through outcomes.
Yes. Use stable weights tied to the target role, then export results with evidence: feedback themes, projects delivered, and coaching impact on others.
It often indicates limited visibility, inconsistent stakeholder touchpoints, or unclear communication of decisions. Increase feedback cadence and validate progress with specific behavioral examples.
No. Aim for balanced strengths aligned to your role. Focus on raising your weakest two competencies, because bottlenecks usually constrain leadership impact most.
Important Note: All the Calculators listed in this site are for educational purpose only and we do not guarentee the accuracy of results. Please do consult with other sources as well.