Calculator Inputs
Use ratings from 1 (low) to 10 (high). Set weights to reflect importance. Enable auto-normalize to adjust weights to 100%.
Example Data Table
| Leader | Role | Score | Level | Suggested Focus |
|---|---|---|---|---|
| Hassan R. | Project Manager | 78.40 | Strong | Delegate more and coach rising performers. |
| Ayesha K. | Team Lead | 62.10 | Developing | Improve feedback cadence and decision clarity. |
| Bilal S. | Operations Supervisor | 88.75 | Exceptional | Mentor others and lead broader initiatives. |
Formula Used
Each competency receives a rating (1–10) and a weight (%). Ratings are converted to a 0–100 scale and combined using a weighted average.
- Weighted Points = (Rating ÷ 10) × Weight
- Score (0–100) = (Σ Weighted Points ÷ Σ Weights) × 100
- If auto-normalize is enabled, weights are scaled to total 100%.
How to Use This Calculator
- Enter optional leader details for your records.
- Set ratings for each competency based on recent evidence.
- Adjust weights to reflect role expectations and priorities.
- Enable auto-normalize if weights do not total 100%.
- Click Calculate Score to view results above.
- Download CSV or PDF for reviews and development plans.
Why a weighted leadership score helps career planning
Leadership readiness is often judged from scattered feedback, project outcomes, and stakeholder perceptions. A weighted score converts that noise into a repeatable baseline. By rating observable behaviors and applying role‑specific weights, you can compare quarterly progress, identify strengths that travel across teams, and spot gaps that block advancement. Using the same scale over time also supports fair self‑assessment before performance reviews.
Choosing competencies and collecting evidence
Strong inputs produce trustworthy outputs. Gather evidence from one‑on‑ones, project retrospectives, engagement surveys, and peer notes. For each competency, write two examples: one that shows the behavior, and one that shows a missed opportunity. Then translate that evidence into a 1–10 rating. If you lead managers, include coaching quality and accountability outcomes; for individual contributors, emphasize influence and communication.
Setting weights for different leadership paths
Weights reflect what your next role demands. A people‑management path may increase Coaching & Development, Emotional Intelligence, and Accountability. A program or product leadership path may emphasize Strategic Thinking, Decision‑Making, and Vision & Direction. Start with equal weights, then adjust by asking: “Which two competencies most affect team results this year?” Auto‑normalize keeps the model consistent when weights change.
Interpreting score bands and trend movement
Use the level as a signal, not a label. Scores above 85 suggest you can scale impact through mentoring and cross‑functional leadership. The 70–84 range indicates solid capability with a few leverage points. The 55–69 band often improves fastest with better feedback loops, delegation, and decision clarity. Below 55, focus on foundational habits, then retest monthly to confirm momentum.
Turning results into an action plan
Convert the two lowest weighted‑point competencies into a 30‑day plan. Define one behavior metric per competency, such as “weekly clarity message” for communication or “two delegated workstreams” for delegation. Add a feedback checkpoint with your manager or a peer. Recalculate after four weeks and capture notes. Over two cycles, the trend is usually more valuable than a single score. Document one concrete example after each recalculation, and share it in your next check-in to reinforce accountability and visibility for growth.
FAQs
What does the score represent?
It summarizes weighted competency ratings into a 0–100 index. Higher scores indicate stronger, more consistent leadership behaviors aligned to your chosen weights and role expectations.
How often should I reassess?
Monthly works for fast feedback, while quarterly suits stable roles. Use the same competencies and evidence sources to keep comparisons meaningful across periods.
Do weights need to total 100%?
Yes, unless you enable auto-normalize. When enabled, the calculator scales your weights proportionally so the total becomes 100% automatically.
How should I choose ratings fairly?
Base ratings on recent, observable examples, not intentions. Use written evidence from projects, feedback, and outcomes, then calibrate with a trusted peer or manager.
Can I use this for team development?
Yes. Use the same rubric for multiple leaders, compare patterns, and build targeted coaching plans. Avoid using it as a punitive ranking tool.
What should I do if my score drops?
Review changed context, weight shifts, and evidence quality. Pick one stabilizing habit, request targeted feedback, and reassess after two to four weeks.