Rate your leadership competencies
Use 0–10 ratings (0 = not demonstrated, 10 = consistently strong).
Formula used
Each competency is rated from 0 to 10. We compute a weighted average using emphasis on strategy, execution, and self-management. The final score is scaled to 0–100.
How to use this calculator
- Set your current role, target role, and time horizon.
- Rate each competency honestly using recent examples.
- Submit to view your score, strengths, and gaps.
- Use the 30-day focus plan to improve top priorities.
- Re-score monthly to track progress toward your target.
Example data table
Sample ratings to illustrate inputs and outputs.
| Profile | Avg rating (0–10) | Score (0–100) | Readiness | Likely focus |
|---|---|---|---|---|
| High performer, early lead | 6.4 | 64.0 | Developing | Stakeholder management, coaching, decision log |
| New manager | 7.3 | 73.0 | Ready | Conflict management, execution cadence, team development |
| Senior leader candidate | 8.7 | 87.0 | High Impact | Strategic alignment, scaling systems, succession planning |
Competency scoring aligns effort with impact
Leadership readiness improves when development targets the highest-weight behaviors. In this calculator, strategy, execution, and self-management receive slightly higher weights, so a one-point lift in those areas can move the overall score by about one to two points. Track monthly changes and link improvements to observable outcomes such as clearer priorities, faster decisions, and fewer escalations. Keep brief notes on outcomes so your ratings stay evidence based. Export results to share with mentors and compare progress after key projects or training during quarterly career check-ins.
Use readiness bands to plan role transitions
Scores below 50 usually indicate inconsistent leadership habits across situations. The 50–69.9 range often reflects strong individual performance with uneven people leadership. The 70–84.9 band typically matches leaders who run predictable delivery and manage stakeholders well. Scores above 85 suggest repeatable leadership systems and coaching depth suitable for larger scope. Use your time horizon to set realistic milestones for moving bands.
Turn gap signals into measurable practice
Treat the three lowest-rated competencies as practice opportunities, not weaknesses. Define one behavior metric per gap, such as weekly one-on-ones completed, decision logs maintained, or stakeholder check-ins conducted. Aim for a 0.5 rating increase over four weeks by rehearsing scenarios, requesting feedback, and documenting wins and lessons. Pair each practice with a calendar reminder to build consistency.
Benchmark with evidence from recent work
Ratings are most reliable when tied to examples from the last 60–90 days. Collect evidence: two projects delivered, one conflict resolved, one coaching moment, and one strategic recommendation adopted. If evidence is missing, reduce the rating. This approach prevents optimism bias and helps you explain growth during performance reviews and promotion conversations. Ask a peer to validate one example per month.
Build a 90-day leadership development cycle
Use a simple cycle: assess, focus, execute, and reassess. Select the top three priorities from the focus plan, schedule two practice moments per week, and review results every Friday. Add a peer or manager check-in every month. Over 90 days, a consistent 0.3 monthly gain can raise the score by roughly nine points. When you plateau, raise difficulty by expanding scope or leading cross-team work.
FAQs
What does the score represent?
It reflects your weighted ratings across twelve leadership competencies, scaled to 0–100. Higher scores indicate more consistent leadership behaviors in real work situations.
How often should I retake the assessment?
Monthly is ideal. It is frequent enough to capture improvements from deliberate practice while avoiding overreacting to short-term stress or a single project.
Should I rate myself or ask others?
Start with self-ratings, then request feedback from a manager or two peers. Compare perspectives and adjust ratings only when specific examples support the change.
Why are some competencies weighted higher?
Strategy, execution, and emotional self-management tend to influence outcomes across many contexts. Higher weights help the score emphasize behaviors that scale with leadership scope.
How can I improve my lowest area quickly?
Pick one behavior to practice twice weekly, track completion, and request feedback. Small, repeated actions usually increase consistency faster than large one-time training.
Can this replace a formal leadership assessment?
No. It is a planning tool to guide development priorities. Use it alongside performance feedback, role expectations, and competency frameworks used by your organization.