Rate key leadership skills across people, strategy, and execution. Capture habits that prove leadership momentum. Get tailored tips and export results for review later.
Use honest ratings, then validate with feedback sources where possible.
Sample records show how different inputs can change the score.
| Profile | Competency Avg (1–10) | Action Strength | Overall Score | Level |
|---|---|---|---|---|
| Early career lead | 5.6 | Moderate | 53.4 | Developing |
| New manager | 6.4 | High | 66.8 | Strong |
| Senior manager | 7.3 | Moderate | 72.5 | Strong |
| Cross-team driver | 6.8 | Very high | 74.9 | Strong |
| Executive-ready | 8.2 | High | 85.1 | High-Impact |
Competency scoring turns ten skill ratings into a single 0–100 index. Each rating uses a 1–10 scale, then weights emphasize communication and strategic thinking (12% each), while ethics, coaching, delegation, accountability, and decision quality carry 10% each. Conflict management and innovation contribute 8% each. The weighted average is multiplied by ten, so improving one point in a 12% competency typically moves the overall score by about 0.84 points.
Leadership actions add proof of real-world practice. Each activity is normalized against a cap: feedback sessions 8 per month, mentoring 20 hours per month, cross-functional projects 6 per year, stretch assignments 6 per year, learning 30 hours per month, reflection 20 days per month, and 360 cycles 2 per year. Scores above the cap are limited to 100. Weights prioritize feedback (20%) and balance the rest, producing an actions score that rewards consistent habits over spikes.
Career planning becomes clearer when you compare your score with role benchmarks. This calculator uses typical targets of 55 for Team Lead, 65 for Manager, 75 for Senior Manager, and 82 for Director. The gap is target minus your overall score. If you set a horizon, the tool estimates a monthly improvement rate by dividing the gap by months. Use that number to plan quarterly milestones, such as closing 25% of the gap every three months.
Trend and confidence features help you judge momentum and data quality. If you provide a previous score and months since, the calculator reports the change and a per‑month pace. Labels indicate accelerating (≥0.60), improving (≥0.20), stable, or declining (≤‑0.20). Confidence is derived from evidence strength (1–5) mapped to 0–100, then labeled low, moderate, or high. Raise confidence by adding peer feedback, manager input, and measurable outcomes.
To act on results, focus on the three lowest competencies and the weakest action metrics. Pick one skill to practice weekly and one behavior to measure monthly, then log outcomes. For example, increase feedback sessions from two to four, run decision records for reversible choices, and delegate outcomes with checkpoints. Recalculate every four to six weeks. When you reach the Strong band (60–79), expand scope by leading cross-team initiatives and coaching others to deliver.
It is a 0–100 snapshot combining weighted competencies (70%) and normalized leadership actions (30%). Use it to spot gaps, set priorities, and track improvement over time.
Competencies reflect repeatable capability across situations, while actions validate current habits. The 70/30 split balances skill depth with evidence, reducing the impact of short-term activity spikes.
Pick the next role you are preparing for in the next 6–24 months. Use the built-in targets as a planning reference, then refine with your organization’s expectations and feedback from your manager.
Recalculate every four to six weeks, or after a major project. That cadence is frequent enough to show progress while giving time for behavior changes to produce measurable outcomes.
Treat it as energy without consistent skill. Keep the habits, but target two or three competencies with structured practice, coaching, and feedback. Over time, improved capability will make your actions more effective.
Yes, as a self-assessment and discussion aid. Export the CSV or PDF, add examples of outcomes, and align your priorities with role expectations. Avoid using it as the only measure of performance.
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.