Calculator
Formula used
The calculator computes a weighted competency score and then applies small evidence-based adjustments. Ratings use a 1–5 scale, and weights reflect role emphasis.
Adjusted = clamp(BaseScore + ExperienceBonus + ScopeBonus + TrainingBonus + AlignmentAdj, 0, 100)
FinalScore = clamp(Adjusted × PerformanceMultiplier, 0, 100)
- Experience bonus adds up to 5 points (capped at 10 years).
- Scope bonus adds up to 5 points with diminishing returns.
- Training bonus adds up to 3 points (capped at 40 hours).
- Alignment adjustment compares 360 feedback to self score (±5).
- Performance multiplier ranges from 0.90 to 1.10.
How to use this calculator
- Choose a weighting preset that matches your target role.
- Rate each competency honestly using recent examples.
- Optional: add 360 feedback, scope, training, and performance.
- Press Calculate Score to view results above the form.
- Use the breakdown to pick 1–3 growth actions for 30 days.
- Export CSV or PDF to share and track progress.
Example data table
| Profile | Avg Rating | 360 | Years Lead | Reports | Training Hrs | Perf | Example Score |
|---|---|---|---|---|---|---|---|
| Early-career leader | 3.4 | 70 | 2 | 3 | 10 | 3 | ≈ 67 |
| Growing manager | 3.8 | 78 | 5 | 10 | 20 | 4 | ≈ 79 |
| Senior leader | 4.2 | 86 | 9 | 45 | 30 | 5 | ≈ 92 |
Competency weighting and role fit
A leadership score is most useful when it reflects the role you want next. This calculator blends ten competencies on a 1–5 scale into a normalized percentage by multiplying each rating by a weight and dividing by the maximum possible weighted points. Presets model common expectations for managers, directors, and executives, while custom weights let you mirror a specific job description or an internal competency framework. The result is comparable across different weighting choices.
Evidence signals that refine the estimate
Evidence signals sharpen the estimate beyond self-ratings. A recent 360 score (0–100) can raise or lower the result through an alignment adjustment of up to ±5 points, highlighting overconfidence or undervaluation. Years of leadership adds a capped experience bonus (up to 5 points, fully earned at 10 years). Team size contributes a scope bonus (up to 5 points) using diminishing returns, so moving from 0 to 5 reports matters more than 50 to 55. Training hours add up to 3 points.
Performance as a realism check
Performance acts as a realism check. The calculator applies a modest multiplier from 0.90 to 1.10 based on a 1–5 performance rating, preventing a great self-assessment from masking weak delivery. Use the multiplier as a prompt to gather evidence: outcomes delivered, cross-functional impact, retention, and stakeholder trust. If your multiplier is low, focus first on execution discipline and accountability before chasing higher-scope roles.
Interpreting categories and thresholds
Categories translate the number into an actionable narrative. Emerging and Developing often indicate inconsistent behaviors or limited exposure to leadership contexts. Strong suggests dependable performance with clear strengths. High Potential points to readiness for larger scope with targeted growth work. Exceptional indicates repeatable leadership behaviors and strong alignment between self and external feedback. Treat thresholds as guidance, not labels, and always interpret them in your organizational context.
Turning results into an action plan
Use the breakdown to convert insight into a plan. Pick one strength to leverage and one growth area to improve, then define a measurable behavior for the next 30 days. Examples include drafting a one-page option memo before major choices, running weekly stakeholder updates, or holding two structured coaching sessions per month. Add brief notes as proof points, recalculate quarterly, and export CSV for trends and PDF for mentoring conversations with the same scoring rules.
FAQs
1) What does the final score represent?
It is a 0–100 estimate of leadership readiness based on weighted competencies, optional evidence signals, and a small performance factor. Use it for development planning and conversations, not as a hiring or promotion decision by itself.
2) Can I use custom weights for a specific role?
Yes. Select Custom and increase weights for competencies critical to your target role, such as influence for stakeholder-heavy work or execution for delivery-focused roles. Keep weights proportional so one area does not dominate without justification.
3) How should I choose my competency ratings?
Use recent examples from the last 6–12 months. Rate 1 for rarely demonstrated, 3 for consistent in normal situations, and 5 for consistent under pressure and across contexts. Ask a peer or manager to sanity-check your inputs.
4) Why did 360 feedback lower my score?
The alignment adjustment compares your self-based score with the 360 score. If feedback is lower, the calculator subtracts points (up to 5) to reflect a perception gap. Treat it as a prompt to gather examples and clarify expectations.
5) Are experience, scope, and training bonuses meant to replace ratings?
No. Bonuses are small and capped. They slightly refine the estimate by rewarding exposure and learning, but the main driver is the competency ratings. If a competency is weak, raising bonuses will not fully compensate.
6) How often should I recalculate and track progress?
Quarterly is a practical cadence for most roles. Recalculate after completing a project, role change, or development program. Keep notes consistent, export CSV for trends, and discuss the PDF with a mentor to set the next goals.